Supporting materials - an effective leader

1. Click to edit Master text styles

2.  Objectives
 PWC Influencing model
 An effective Leader | Team, task and individual model
 Understanding your team | Belbin
 Ladder of perception
 Typical team behaviours
 Body language and verbal style
 Active Listening, feedback and GROW coaching model
 Reactions to change and how to support others
Contents

3. 3
The
task
Individual
An effective leader
1. Our usual
conscious
focus is here… 2. …but we need to
ensure that we also
attend to the healthy
functioning of the
team….
3. …and recognise that,
to fully commit, each
of us also needs to be
clear about how we fit
Team
behaviour
Source: John Adair

4. 4
Stages of team development
 Impersonal
 Guarded
 Dependent on leader
 Tentative
 Establishing expectations
 Clarifying roles
 Developing skills
 Open feedback
 Listening
 Development processes
 Emerging group
identity/cohesion
 Goal-focused
 Trusting
 Very open
 Supportive
 Inter-dependent
 Collaborative
 Mutual commitment
1. FORMING
2. STORMING
3. NORMING
4. PERFORMING
 Confronting, blaming
 Not listening
 Rebelling
 Reacting
 Trying to control
Source: Bruce Tuckman

5. 5
Leadership styles for each stage
1. FORMING
Directive
leadership style
2. STORMING
Directive & Supportive
leadership style
3. NORMING
Supportive
leadership style
4. PERFORMING
Challenge
leadership style
Source: Bruce Tuckman

6. Leadership styles for each stage
6
Norming
Supportive Leadership Style
 Coach more – be less directive
 Observe how the team is functioning and provide feedback to
encourage independence
 Build team knowledge and skills
 Revisit team charter if necessary
 The team will be ready for more challenge
 Start to hand back leadership – trust has grown and the leader feels
comfortable handing leadership back
 Delegate decisions
Performing
Challenge Leadership Style
 Continue feedback, coaching, delegating decisions and building skills
 Reinforce the positive – desirable behaviors and good performance
 Stay out of the way – but don’t become laissez-faire
 Challenge the team and set the bar high
 The team should be sharing leadership and not be dependent on you
 Low directive and supportive behaviours needed – get out of their way
Storming
Directive & Supportive Leadership Style
 Address conflict
 Don’t assign blame
 Give feedback to build competence and confidence
 Keep team focused on the task
 Put “challenge” on the back burner while you sort out team issues
 It is detrimental for teams to get stuck in “storming,” It spirals and team
members can become very disruptive. Giving feedback is extremely
important
Forming
Directive Leadership Style
 Focus on team goals and objectives
 Be clear on roles and responsibilities
 Give lots of guidance, direction and information.
 Develop a team charter
 Emphasize team purpose and values
 Describe behavioural norms

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