dq w5

Due in 4 hours, 100 words minimum


1. As I began to read this article by Compton (2007), his opening line, to me, really says it all: “The trick is pulling together a team that is not only highly skilled, but includes members who take responsibility for their personal involvement as well as the team’s charge” (p. 14). We can do a number of things to create a positive and productive team environment such as being conscious of behaviors, actions, and non-verbal communications displayed in the first the meeting. Remember, the old saying – ‘first impressions are lasting impressions.’ We can also establish clear rules, tasks, and goals. At the same time, we need to recognize individuals’ contributions and challenges. Just remember, you praise in public and criticize constructively in private. Do you believe these two actions will encourage individual accountability? What other steps should we take?




2. In researching the library for an article that illustrates or complements our objectives, I came across one from a colleague. It was interesting because I viewed the team she references from a different perspective, a different layer of leadership, you might say on the receiving end. Wing (2005) suggested a number elements and characteristics that reflect a successful model for high performing team leadership.


Lead by example. This characteristic is self-explanatory. Team leadership needs to lead by example and be the role model for the team. Specifically, “model the behavior you want the team to exhibit” (Wing, 2005, p. 5).


Hire right. We have all heard the team hire right – we all hire right – right? Talk about a tongue twister. I find Dr. Wing’s comments interesting on this element because while the subtitle was about hiring the best talent, if you see yourself as mediocre, average, this is what you will hire. Work on being the best you can be, you will become that above average individual, “the best” and will hire the best.


“Know the market and build your strategy.” Team leadership needs to be well versed in the context in which the team is operating and establish team goals and objectives, clearly communicating these to your team.


Speed and layers. I would say this was my favorite section. Dr. Wing (2005) addresses the need for efficiency but multiple layers of leadership, citing that one cannot do it alone. This is actually contrary to my desire towards flat structured organizations (or is it?) as I found tall, multiple layers, resulted in too much bureaucracy but she is encouraging multiple layers. Definitely something to ponder.


Relationship and social awareness. This element not only encompasses team leadership’s emotional intelligence but their ability to fulfill the lower level needs on Maslow’s Hierarchy of Needs as well as incorporates emotional intelligence.


Some of the other elements/characteristics are self-explanatory and once we are familiar with:

  • Capitalize on the strengths and opportunities
  • Trust
  • Creativity
  • Communication
  • Metrics
  • Consistency
  • Risk-taking
  • Relationship and social awareness

Reflecting over this list, your readings, and your personal experience, what would you add to this list and why? Would you remove any of these elements?





Early on in the course, we addressed decision-making. In reviewing the web articles that go across the page when signing on, I came across an article by Holly Bailey in addressing a decision made by Obama that might cost him the election. Early on, Obama mentioned his admiration for Abraham Lincoln approach to politics. He referenced how President Lincoln hired everyone who was running against him to be on his cabinet. When I think about the rationale, I really do have to admire the approach. What concerns me when staffing any kind of team is the issue of group think so I always make sure there is a devil’s advocate on the team, to make sure nothing gets rubber-stamped and is thoroughly discussed. Of course, there is other advantages to taking this approach as it builds alliances with groups an individual may not normally have.


The article is referring to his economic team and while this approach might have worked in some instances, it has not in this case.


Here is the link to the article: http://news.yahoo.com/blogs/ticket/suskind-confidence-men-shows-failings-obama-team-rivals-190653876.html

After reviewing the article, think about it in the business context. What are some things a leader can do to rectify the issue?



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