How to Lead

How to Lead

Obviously, even a leader of the most powerful country in the world has problems with leadership from time to time. Being in charge of any team, be it a work team or your child’s Cub Scout pack, can be a difficult job. That being said, how does the average person determine the means to becoming an effective leader?

Many businesses today believe in the philosophy of team building but are unable to define the role of team leader. “Generally speaking, if you lead people, manage tasks, and facilitate decisions, you will be on the right track.” (Cole, n.d.) I used to believe a team leader had to be charismatic, assertive and good at telling someone what to do and how to do it. I now believe that my perceptions of the term “leader” may have been a little off base.

I have discovered that an effective team leader is not a boss, but rather a coach, someone who guides and assists the team in achieving a desired outcome. In the article, Leadership vs. Management, authors Kumle and Kelly (2006) believe there are vital differences between a leader” and a “manager”. For instance, a leader gives team members the autonomy to make their own decisions, is there to assist in the communication process and keeps the team focused and on track. The leader believes in the individuals that make up the team and fosters a sense of trust between them.

Conversely, the manager believes the only way to achieve a goal is to control the team members. The manager is the boss who determines the team roles, hands out the assignments and is mainly concerned about the tasks, not about the team performing the tasks.

So, you finally received that promotion to supervisor and are wondering how to lead, rather than manage, your team. An effective leader works with the team instead of trying to control and intimidate them. Commit fully to the team and let each member know that his or her ideas and feedback is worthwhile. Challenge the team, allow them to determine their goals and take ownership of the project. Instead of discouraging conflict, assist the group in exploring and learning from conflict. Finally, instill trust in the team members. If a sense of trust prevails in the team, they will feel safe in their group environment and be more willing to take risks that will lead to a fruitful outcome. (Temme & Katzel, 1995).

If your team is having problems succeeding, return to the beginning and review your purpose; the goal that brought you together in the first place. If all the team members have a complete understanding of the desired outcome, they will have an easier time accomplishing