Leadership

According to Northouse, Leadership is a process whereby an individual influence a group

of individuals to achieve a common goal. When we talk about process it is about how the leader
take action, how the leader facing the task or the problem in organization in this case is to
influence others to do things based on the organization’s vision and mission in order to achieve
the goals. Leadership can exist to anyone, anywhere, and anytime. So, in leadership not only a
leader or someone with high position who have a chance to influence other but also someone
who doesn’t have a high position can do it, it is called Team Leadership. Team leadership sustain
everyone in the organization to be able to contribute, because all the people in the organization
are contributing it is expected to make the team work effectively.

Team Leadership (Susan E. Kogler Hill)

“Team is a work group that must rely on collaboration if each member is to experience
the optimum success and achievement” (Dyer, W. 2001). “A team is a small number of people
with complementary skills, who are committed to a common purpose, performance goals, and
approach for which they are mutually accountable (Katzenbach, J.R. & Smith, D.K, 1993).
“Leadership is a process whereby an individual influences a group of individuals to achieve a
common goal” (Northouse,2007). “Leadership is a team effort” (Jossey Bass,2003). So, Team
Leadership is people who work together, influencing each other with the skills and good behavior
in order to achieve the goals.

Team Leadership Model

Team Leadership Model said leader’s job is to monitoring the team and make good
decisions required to make the team performance more effective. The effectiveness of team
performance is start with how the leader sees the situation happened in that team, the ability to
see the team situation can we call as the leader’s mental model. The leader’s mental model not
only can reflect the obstacles that happen in the team, but it can explain the contingencies of
environment and organization to decide the right action for team. The leader develops the model
conception to know the team obstacle and how to solving the problems.
Leader has big responsibility for help the team to achieve their effectiveness. Leadership
behavior looked as team-based problem solving, when the leader try to achieve the team goals
with analyzing the internal and external situations then the leader must choose and apply the
right act to ensure the team can work effectively. The leader effectiveness have ability to
choosing the intervention of leadership type is needed to ensure the effectiveness of team’s
performance.
Leadership Decision
1. Monitor or Take Action?
The leaders must know when they need to do a monitoring and when they must
take action with the team performance. Because if we do the intervention too early or
too late it can make the problem become more bad. To know the right time to do an
intervention we need to find the information from internal and external of the team
environment.
2. Task or Relational?
If the leader choose to do an intervention, they must know what is the purpose of
the intervention, are they do that because of they need to finish their task to achieve the
goals. Or they do that because of they want to help their members to improve the
intrapersonal relation.
3. Internal or External?
It is good if the leader can balancing the internal and external environment
requirement to take an action when their team face a problem. So they can easily to make
decision when they need to do intervention to solve the problem without hurting other
members.
INTERNAL LEADERSHIP ACTIONS
 Task
1. Goal focusing
Being focused on appropriate goals, every company and organization have
their own goals, to achieve that goals the leader need to guide the team to focus on
their target.
2. Structuring for results
Having the right structure to achieve the team’s goals. To achieve the goals all
company have their own strategy and plans, the leader will guide them to the right
way to achieve their goals. The leader can’t blame their members to achieve that goals
faster, but they must help their member to do the plans step by step.
3. Facilitating decision making
Having a process that makes decision making easier. To make the members
make decision easily the leader need become the facilitate between their members
and cut the gap between their member so they can make the decision easily.
4. Training
Training team members through developmental/educational seminars. Every
company have their strategies to make their members or employee improve their skill
and one of that strategy is training. With doing a training the members of that team
can understand more about their jobs, their company background, and it can
improving their teamwork to achieve the goals.
5. Maintaining standard
Setting and maintaining appropriate standards for individual and team
performance. Maintaining the standard is the things that leader must do if they see
their member performance getting bad or out of the standard. If this happen the
leader will give them some training to developing their skill.

 Relational
1. Coaching
Coaching to improve interpersonal skills, Coaching in business is very
important in a company especially if the company is still in a new level of getting
started. Coaching is means educating, instructing, and training subordinates.
Coaching focuses on teaching short term job related skills.
2. Collaborating
Encouraging collaboration among team members, Collaborating is means a
company can collaborate a thought among team members in order to achieve that
goal.
3. Managing conflict
 Managing conflict to allow intellectual conflict but not personal conflict,
Managing conflict means is within the company we must be able to manage our
conflicts well and we must be able to distinguish which personal conflicts are not
necessarily brought to work and remain professional.
4. Building commitment
Enhancing team commitment, Building commitment means in a company
building commitment is very important especially in a team. To achieve the common
goal we must remain committed and keep each other's commitment in order to
achieve that goal.
5. Satisfying needs
Satisfying the trust and support needs of team members, in this case all members
of a company or organization need to trust each other to make a good teamwork.
Another things that we can do for make a good teamwork is supporting each other,
never leave your member behind you guide them and make all together.
6. Modeling principles
Being fair and consistent in exercising principled behavior, Todeling principles
is in a company we can learn about how we should be fair to all employees and how
we remain consistent in carrying out such principled behavior.

EXTERNAL LEADERSHIP ACTIONS

 Environmental
1. Networking
Networking to form alliances and gain access to information, networking in
business is very important in a company especially if the company is still in a new level
of getting started. Networking is a very influential asset in a company. With
networking, a company can find new people who might be able to work together to
build the business.
2. Advocating
Advocating for the team with those who affect its environment, advocacy in a
company is needed in every company. Especially if the company is already in a high
level. They certainly find many problems in the project. In a company, advocacy is
needed to defend or help solve a legal problem in a company.
3. Negotiating Support
Negotiating with senior management for recognition, support, and resources.
Negotiate how to make the company recognized by the public. By being recognized
by the community of a company it would be easy to get such good support from the
public or from other companies
4. Buffering
 Protecting team members from environmental diversions, buffering in a
company can be defined as an obstacle in which the leader must decide which job to
do first if the member of the team is overloaded with tasks. In this case the members
of the team will be more focused and faster to complete the work.
5. Assessing
Examining external indicants of effectiveness. The assessment, in this case
leaders can also evaluate their members. Whether they have improved their skills or
are still in the same skill. If they can improve or develop their skills, they deserve to
be rewarded.
6. Sharing Information
Providing team members with appropriate external information, The leader
sharing with team when he or she finds the new direction of business

Team Effectiveness
At the bottom of Hill Model for Team Leadership (tabel) is “Team Effectiveness” which
focuses on team excellence or the desired results. The important functions are performance and
development. Performance means the quality of team work. Did the team reach the goals and
objectives in a best way? Development means the cohesiveness and ability of members to satisfy
their own needs while working with other members. A good team will reach both of the
objectives, getting the job done and keep the compactness.
It is helpful for the team if the leader understand the work conditions and getting involved
into the work, because with it the leader will know the performance of the team and determine
what is the weakness and what will the leader take action of it.
1. Clear, elevating the goals.
A compelling purpose energizes team member, orients them toward their
collective objectives, and fully engages their talents (Hackman, 2012, p.437). The goals
must be set clearly so when something in progress the team will know wheter it is still in
a way to achieve the goals or not. Other than that, the goals must be motivating so the
member believe that it is important and useful.
2. Results-Driven Structure
Teams need to find the best structure in order to achieve the goals. According to
Larson and LaFatso (1989) identified three different kinds of teams. First, problem
resolution team, this team is determined to resolve problem. Trust should have among
the team member, and it should clearly about what supposed to do or what the
responsibility of team members before begins to solve the problem. Second, creativity
teams, this team need creativity and innovations to create something new. Third, tactical
teams, this team is to carry out and operationalize a well-defined plan. Team should know
 what supposed to do, understand each member’s role, and responsibility for carrying out
the plan is very important.
3. Collaborative Climate.
Collaborative climate is one of the member can stay problem focused, listen to
understand one another, feel free to take risks, and be willing to compensate for one
another. To build an atmosphere that fosters collaborative, we need to develop trusting
relationship based on honesty, openness, consistency, and respect (Larson and LaFatso,
1989). Effective team leaders can facilitate a collaborative climate by managing their own
needs to control, by making communication save, by demanding and rewarding
collaborative behavior, and by guiding the team’s problem-solving efforts (Larson and
LaFatso,2001)
4. Principled Leadership
Leadership has been described as a central driver of team effectiveness,
influencing the team through four sets of process: cognitive, motivational, affective and
coordination (Zaccaro et al., 2001). Cognitively, the leader helps the member to
understand the problem confronting the team. Motivational, the leader helps the team
become compact and capable by setting standard and helping the team to reach it.
Affectively, the leader helps the team handle stressful circumstances by providing clear
goals, assignment, and strategies. Coordinately, the leader helps to adjust members’ skill
to roles, providing clear performance strategy, monitoring feedback, and adapting to
environmental changes. Effective leader commit with the team’s goals and give member
a chance to channeling their talents whenever possible. Leaders can enhance the
effectiveness of their team by keeping the tam focused on its goals, maintaining a
collaborative climate, building confidence among members, demonstrating technical
competence, setting priorities, and managing performance (Larson and LaFatso,1989).

Reference
Northouse, P.G. (2016). Leadership: theory and practice (7th ed.)
Great Britain : Ashford Colour Press Ltd
https://www.sagepub.com/sites/default/files/upm-binaries/47444_chp_12.pdf