Leadership Paradox And Inter Team Relations Essay

Leadership Paradox And Inter Team Relations

by Abhishek Bhaskara

The leadership paradox stems from the form of leadership exhibited wherein the leader does not overly exert their will on the team and also make the tough decisions. Managers who lead by taking control of the team will be inhibiting the growth and functioning of the team. It is essentially the tact of knowing when and where to exert and where to give freedom. This is crucial for teams to be empowered and take ownership of their work. This will not be possible if the leader is making all the decisions for them. The role of the leader is one of coaching and mentoring which requires a great exercise of discipline and perseverance. And these paradoxes usually stem from personal, organizational, or environmental conditions. This heavily influences the decision-making skills of the leaders in the team. And this ability is critical for the team to develop and address the issue without much intervention. The manager cannot be the one to delegate the work and role of every individual in the team.

The leader needs to employ techniques that increase participation and collaboration in the team. Increasing that will foster loyalty, retainment, creativity, and productivity (Michael Maccoby,1996). Leaders need to engage in confident conversations to elicit responses and opinions from all the team members and employees. An increased focus on facilitation than on structure and systems can liberate the individual to create new norms.

Teams in organizations are constantly working with other groups and conflict between the groups often raise due to differences in opinion, motivations, knowledge, personality, communication. These differences can create conflicts that may hamper or block the ability of the task or issue to be resolved. Especially in organizations where the workforce is based on working in multiple individual groups. Resulting in blame, lack of trust, hindrances in knowledge sharing, and disrupting organizational goals and objectives.

References

Michael Maccoby. (1996). Resolving the Leadership Paradox: The Doctor’s Dialogue. Research Technology Management, 39(3), 57.

Kokemuller, N. (2016). Weaknesses of a Participative Style of Management.

Leadership Paradox And Inter Team Relations Essay

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