This project helps us in improving employee engagement objectives through increasing employee satisfaction and morale, boosting productivity and efficiency, reducing employee turnover and enhancing the company's reputation as employee engagement is significant to a company's achievement. Engaged workers are more productive, more committed, and more expected to stay with the corporation for long-term. They also provide better customer service and are more innovative (Cauwelier, 2019). Our stakeholders include employees at all levels, human resources department, managers and supervisors and senior leadership team which helps me in completion of project with efficiency. The project needs an ongoing effort, but specific milestones which can be set through the timescale. For example, initial assessments and surveys could be conducted within the first month. Action plans and initiatives could be developed in the following 2-3 months, and the impact of those initiatives could be assessed after 6-12 months.
The project resources required to execute our project include human resources personnel to manage the project (Miao and Cao, 2019). Budget for employee engagement initiatives (such as team-building activities, training and development programs, wellness programs, and recognition and reward programs) and employee engagement surveys and assessments. Time and commitment from all stakeholders to participate in the project and implement the initiatives
Role in the project and effectiveness
Leadership is not a one-size-fits-all approach, and an effective leader is able to modify their leadership style to suit the requirements of diverse situations and team members. To reflect on my leadership and be able to modify it according to the situation, I considered the following points:
Understanding strengths and weaknesses: To be an effective leader, it's important for me to know my strengths and weaknesses (Bourke and Espedido, 2019). What are my natural leadership skills, and what areas do I need to work on? Knowing this can help me and my team adjust project approaches to fit different situations.
Consider the situation: diverse situations call for diverse leadership styles. A crisis situation may require a more directive leadership style, while my team working on a creative project may benefit from a more collaborative approach.
Adapt to individual team members: Every team member is different, and as effective leader I was able to become accustomed to leadership style which suit the needs and preferences of each individual (Cortellazzo, et. al. 2019). Some team members may respond well to a more hands-on approach, while others may prefer more autonomy. I took time to get to know my team members and adjusted my leadership accordingly.
Be open to feedback: I am open to feedback from my team members and use it to improve my leadership. I encourage my team members to provide feedback and be open to suggestions for how I can improve my leadership.
Continuously improvement: I always look for ways to improve my leadership. Reflecting regularly on my leadership approach, seek out new learning opportunities, and be willing to adapt and adjust as needed.
By reflecting on my leadership and being willing to modify it according to the situation, I can become a more effective and adaptable leader who can inspire and motivate my team to achieve their goals.
Effective leadership requires a range of skills and qualities, including clear communication, vision, strategic thinking, empathy, integrity, and the capability to inspire and motivate others. A superior leader should also be able to delegate responsibilities, build trust, and manage conflict effectively. To be an effective leader, it is essential for me to be adaptable and flexible to changing circumstances, while also staying focused on the goals and objectives of the project (Moldoveanu and Narayandas, 2019). It is also important for me to recognize and leverage the strengths of my team members, foster collaboration, and create a positive work environment that promotes creativity and innovation. The effectiveness of a leader depends on a range of factors, including the leader's skills, the team's dynamics, and the nature of the project or decision. By adopting a collaborative and inclusive leadership style, I can create an environment that fosters high performance and achieves desired outcomes.
Leadership behaviours and skills
Leadership skills and behaviors that is essential for me and my team members in achieving results. This includes
Communication
As a leader I communicated effectively with my team members to make sure that everybody is on the same page and understand their roles and responsibilities (Sadq, 2019). This includes being clear and concise, actively listening to others, and providing feedback.
Vision
I have a clear visualization of what they want to accomplish and communicate that vision to my team members. This helps me to motivate and inspire team members and creates a sense of purpose and direction.
Collaboration
Collaboration is the key in achieving results in my project or decision. I was able to foster collaboration among my team members and create a sense of unity and teamwork.
Decision-making
I made timely and informed decisions to keep the project moving forward (Kragt and Day, 2020). As a leader I was able to gather and analyze information, consider the pros and cons of different option, and make decision based on what is best for the group and the organization.
I have taken ownership of their decisions and actions, and hold themselves and my team members accountable for their performance (Guzman, et. al. 2020). This helps me to create a culture of responsibility and ensures that everyone is working towards the same goals.
The team dynamics
To evaluate the team/group dynamics and determine if it was a high performing work team, I have considered the following factors:
Clear goals and objectives: Was the team clear on its goals and objectives, and did everyone understand their roles and responsibilities? If the team was able to achieve its goals and meet its objectives, then it may be considered a high performing work team.
Effective communication: How did the team communicate with each other? Was there open and honest communication, or were there barriers to communication? If the team communicated effectively and resolved any conflicts that arose, then it may be considered a high performing work team.
Collaborative decision-making: How did the team make decisions? Did they work together to come up with solutions, or did one person make all the decisions? If the team worked collaboratively to make decisions and everyone had a say, then it may be considered a high performing work team.
Accountability: Did team members hold themselves and each other accountable for their actions and responsibilities? If the team was able to hold each other accountable and work together to achieve their goals, then it may be considered a high performing work team.
Conflict management: Was there any conflict within the team? If so, how was it managed? If the team was able to address and resolve conflicts in a constructive manner, then it may be considered a high performing work team.
To determine whether there was any conflict within the team, I have asked my team members about their experiences and observations. If there was conflict, I have asked them on how it was managed and resolved (Rudolph, et. al. 2020). It is important for me to note that some level of conflict can be healthy and lead to better decision-making, but it needs to be managed effectively. To evaluate how the team communicated and made decisions, I have observed their interactions and ask team members about their experiences. Did they use email, phone calls, or meetings to communicate? Did they use a specific decision-making process or tool, such as voting or consensus-building? Understanding how the team communicated and made decisions can provide insight into its performance.
Learnings
Leadership experience has provided me valuable lessons that can be applied to future group/team situations.
Communication is a key
I have learned good communication is essential for effective leadership (Silva, et. al. 2021). Learning to listen actively and express myself clearly can help me in building strong relationships with my team members, recognize their needs and concerns, and make sure that everyone is on the same page.
Lead by example
As a leader, I set the tone for the team. By modeling positive behaviors, such as taking initiative, being accountable, and treating others with respect, I can inspire my team members to do the same.
Build trust
Trust is essential for effective teamwork. By demonstrating integrity, being transparent, and following through on my commitments, I can build trust with my team members and create a culture of openness and collaboration.
Foster a positive culture
Creating a positive work environment can help my team members experience valued and motivated (Mugira, 2022). By recognizing and rewarding their contributions, providing constructive feedback, and encouraging teamwork and creativity, I can build a culture that supports growth and success.
Embrace diversity
Teams are made up of people with different backgrounds, experiences, and perspectives. By embracing diversity and fostering inclusivity, I can tap into the unique strengths and talents of each team member and create a more innovative and effective team.
To take these lessons forward to other group/team situations, it's important for me to reflect on my experiences, identify what worked well and what didn't, and think about how I can apply my learnings to new situations (Day, et. al. 2021). This might involve setting clear expectations for communication and behavior, building relationships and trust with team members, fostering a positive and inclusive culture, and being open to feedback and continuous improvement. By being intentional about your leadership approach and focusing on building strong relationships and a positive team culture, you can set yourself and your team up for success.
Conclusion
From the perspective of any successful organization, effective leadership and employee involvement are very crucial. This project justifies that such a workplace culture should be team-oriented, inclusive, and vibrant for long-term success. Communication clarity, adaptability, and continuous improvement will help the leaders to drive excellence among the teams for innovative thinking and a culture of mutual trust and accountability.
Key lessons from this project are the importance of team dynamics, strengths of individuals, and how to constructively handle conflict. Embracing diversity and promoting a positive work culture will help to unlock the full potential of every team member, ensuring sustained productivity and satisfaction.
The integration of such leadership principles and strategies will play a significant role in the employees' engagement within the workplace for better achievement of set goals through the organization. This can only be achieved with reflection on such experiences and humility for growth. It is only then that leaders build teams that are at the top of any challenge, hence shared success.
References
Cauwelier, P., 2019. Building high-performance teams through action learning.Action learning: research and practice,16(1), pp.68-76.
Miao, R. and Cao, Y., 2019. High-performance work system, work well-being, and employee creativity: Cross-level moderating role of transformational leadership.International journal of environmental research and public health,16(9), p.1640.
Bourke, J. and Espedido, A., 2019. Why inclusive leaders are good for organizations, and how to become one.Harvard Business Review,29(03), p.2019.
Cortellazzo, L., Bruni, E. and Zampieri, R., 2019. The role of leadership in a digitalized world: A review.Frontiers in psychology,10, p.1938.
Rudolph, C.W., Murphy, L.D. and Zacher, H., 2020. A systematic review and critique of research on healthy leadership.The Leadership Quarterly,31(1), p.101335.
Day, D.V., Riggio, R.E., Tan, S.J. and Conger, J.A., 2021. Advancing the science of 21st-century leadership development: Theory, research, and practice.The Leadership Quarterly,32(5), p.101557.
Silva, C.S., Magano, J., Matos, A. and Nogueira, T., 2021. Sustainable quality management systems in the current paradigm: The role of leadership.Sustainability,13(4), p.2056.
Kragt, D. and Day, D.V., 2020. Predicting leadership competency development and promotion among high-potential executives: The role of leader identity.Frontiers in psychology,11, p.1816.
Sadq, Z.M., 2019. The role of leadership soft skills in promoting the learning entrepreneurship.Journal of process management and new technologies,7(1).
Guzmán, V.E., Muschard, B., Gerolamo, M., Kohl, H. and Rozenfeld, H., 2020. Characteristics and Skills of Leadership in the Context of Industry 4.0.Procedia Manufacturing,43, pp.543-550.
Moldoveanu, M. and Narayandas, D., 2019. The future of leadership development.Harvard business review,97(2), pp.40-48.
