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The Relationship Of Leadership And Team Management

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In this article I want to write an article that can be a reference for You, the managers, and leaders in the organization involved in leading and determining the strategic direction of Your organization. Here we will look at what actions should be done by the leaders who managed to create and build the network management team to successfully support the strategy of their organization.


Here are the things that need to be done to establish the organizational structure that reflects, among other things:
  • Consider the direction and strategic goals of the organization
  • Consider the organizational culture desired
  • Identify areas of activity critical of the organization
  • Organizational structure in accordance
The things mentioned above are the first step that is important for You to note. Before the change or the direction of the policy new can be taken, the leader must decide the organizational structure that will support the strategic direction taken, and the organizational culture will be applied. The management team put in place would be compatible with the structure of the organization and contribute to developing a desirable culture.


Here are some things to consider to decide the structure of the management team, among others:
  • Plan network management team to match the requirements identified in the previous activity
  • Approve the structure of the individual team
  • Approve the purpose of the individual team, the role, responsibilities, size, location, resource needs
  • Identify the team members and the profile of the team leaders for every management team
Planning done here will provide a template for the new structure, when implemented. This planning is best done as factual, based on needs and exercise.

The role of the team, and its purpose, should be allowed to dictate the size, location, team leader, and team member profiles. Resource implications should be dealt with after the new structure has been agreed upon. Existing personnel and potential should be assessed against this only at a later stage when the team is filled.

First option: Rate Team Who Have been There

The trick is as follows:
  • Identify the existing management team
  • Analyze the purpose of the team
  • Evaluate the performance of the team
  • Evaluate the performance of each team leader
  • Compare each of the profiles of the management team with the new terms set
In many cases, this organization will be necessary because of the constraints of legislative and/or ethical considerations. However, the existing team may not be right, and the result of this action will only identify what may be major gaps and changes that need to be made, to comply with the new requirements.

The Second Option: Remove The Existing Team

The trick is to remove the old structure completely. This option is the most effective, total re-engineering, but the most radical. If possible, this is a better option, because the organization can make the necessary changes so that the most appropriate and following the new strategic direction, and move forward unhindered by partially or entirely the management team is not suitable.


Here are some things to consider, among other things:
  • Provide information about changes to all affected organizations this will mean at all levels and both internally and externally
  • Choose team leaders and team members
  • Build the team in their location
  • Train every team in the new role, responsibilities, goals, and operational activities
  • Provide the appropriate resources for each team
  • Launching a new network in the active Service
The critical stage, this needs to be managed as an activity for a big change, and as a large project. Manager level executive should be appointed to oversee the changes. Communication with all stakeholders, which will be many, at various levels, and both internal and external of the organization, must be managed carefully.


To implement the management system the performance of the team is by way of:
  • Design teams performance evaluation system
  • Monitor the performance of the individual team
  • Take corrective action appropriate if necessary
Many organizations operate a system of employee appraisal that is effective, but this usually only applies to operational employees and Junior managers. For middle Managers and Senior Managers should also be assessed regularly, ideally even more often than operational employees, because the actions of the Manager usually have a negative or positive impact that is large on the organization or company.

Lines of thinking like this should also be applied to team management because of the level of influence and the impact of decisions and actions of the collective team. The leaders of the organization should be continuously aware of the performance level of their management team, and take action to maintain or improve the level of performance required.

Applying the approach to performance assessment and continuous improvement in the network management team is very important. In the early stages of the life of a team, the focus will be on awareness and understanding of the purpose of the team and identify training and development needs to support the role of new or customized.

As a new team growing and not yet mature, the monitoring will focus on consistency of performance, and then supports continuous improvement in performance. At all stages in the life cycle of each team, the performance appraisal should be a process of regular and visible.


Network Review and refresh, among others:
  • Set review of the regular eligibility team network management
  • Assess the suitability of each part of the network against a more recent version of the strategic objectives
  • Assessing the tissue structure against the structure of the organization and the current culture
  • Make the appropriate changes to the individual components or the overall structure of the network
The major review should be held every year, as an important part of the review and adjustment of strategies and objectives in the strategic planning process yearly. At the stage of this review, minor changes or major changes should be agreed, to adjust the network so that it continues to comply with the requirements dictated by the strategic goals and operational fresh. Also, the condition management team of the network should be on the agenda on at least a quarterly meeting of the executive level, where corrective actions can be decided when necessary.


Build the structure of the management team that is compatible is an important first step in ensuring that organizational strategy is successfully implemented. In the absence of a network strong management team, following the size and complexity of the organization and its strategic objectives, strategic goals and operations will not be achieved.

Team effective management is the driving force behind the achievement of the objectives. This network can not be successful if weak or deformed. This is the role of the leaders of the organization to ensure that the network management team a strong, dynamic, and focused on the achievement of the goal, in each of the individual and the collective.

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