Teamwork Exercise: Principled Leadership
Introduction
The presence of principled leadership is key to the success of any team. Principled leaders possess certain characteristics that are both unique and vital to the team’s ability to meet their goals. Effective leaders must be able to: inspire team members to move forward in their work even in times of difficulty or conflict; navigate with skill and diplomacy complex issues and relationships among team members; encourage productivity on the part of each team member; lead the team in both celebrating their successes and analyzing the ways in which performance can be enhanced in the future; and ensure that the work environment is productive and that the work the group agreed to do is pursued in a way that promises to help the team achieve its vision. Without leadership, teams often flounder and are unable to reach their goals. Making sure that your team has an effective leader at the helm will help to ensure your long–term success.
Exercise Purpose
To identify the qualities of an effective leader and to determine whether there is an individual that might be able to fill this role for your team.
Exercise Instructions
- Consider which leadership qualities are most valuable to your team (e.g., ability to inspire people, dedication to keeping the team on task, respect of team members, etc.). Make sure that all team members contribute to developing this list of leadership qualities.
- Consider whether there is an individual on your team that “fits” this leadership description. If not, brainstorm a list of potential leaders.
- Consider the top three individuals who best match the leadership qualities described. Prioritize these and strategize the best method to approach the leading candidate, then the second and third individuals should the top candidate be unable to take on this role.
- In discussing with your potential team leader the role s/he is being asked to fill, be sure to review the list of qualities the team prepared. This will form the basis of clear understanding on the leader’s part of the expectations the team has of him or her.