Case study “the power of leadership teams"
The Georgia power company took step of actualizing the effectiveness of team management by implementing it as soon s the issue of management transformation came up. The transformation succeeded after several adjustments of the human resource, the management team members and the responsibilities and duties required from each person (Evans, 2013). The move required some wise leadership and management skills which the company had to learn before and after the management transformation.
First, the company learnt that leadership transformational process usually requires an emphasis of the business outcome. These emphases should progressive and therefore the transforming company ought to put emphasis at all levels of business productions (Evans, 2013). The company also learnt that the management transformation is much detailed and requires more than just the groupings of the staff members. This implies that culture, structure and the overall performance have to be transformed failure to which the transformation process will not succeed. The company tem also learnt that performance of the tem could be efficiently be done by an outside party since he or she could easily spot out strengths and weakness of the team of managers (Evans, 2013).
For a team to be consolidated and achieve the collective goal of improving the management capabilities of the company, practical steps are essential. First, off-site meetings are mandatory so as to highlight the specific roles and duties as well as coming to a mutual agreement (Evans, 2013). Actualizing the specific transformational activities such as a common work plan will drive forward the company’s transformation process. Finally, the company is expected to assess the performance of the team at defined intervals of the business operations. This is to enable the comparison of the achievement against the expectation of the process. Assessment can be carried out using different assessment tools depending on the nature of the transformation process (Evans, 2013).
Leadership teams are prone downfalls as compared to the centralized system of management. Team leadership is time consuming especially during the decision making process since all the differences between views must be brought to a common ground. The teams also may make biased decisions especially when a member influences the rest (Evans, 2013).
Reference
Evans J. R., (2013) Quality and Performance Excellence Cengage Learning 7th Edition
978-1133955931
