Posted: March 30th, 2022

Relationship between leadership and team performance and creativity

 

 

 

Trust Assessm

 

 

Trust Assessment

More often, I fulfil commitments to others than I do with self-commitments. As the leader of the school’s hockey club, I am committed to improving our performance by introducing new tactics, enrolling more players and engaging in more practice and training activities. One time, I committed to my time that we would bring down our rival team in a match and at the same time I made a self-commitment to improve my grades. I strived to ensure that we did enough training and learnt new field techniques and, in the end, we achieved the result and as promised, the best players received awards. However, I neglected my self-promise to improve my grades due to time constraints and difficulty in striking a balance between hockey and academics. I felt less sorry for disappointing myself than if I had disappointed my team.  The consequences were tough on me as I had to retake some course units. If I had posed to reflect before committing and delivering, probably I would have chosen to commit to myself than commit to others or, better yet, found a balance between the two commitments. Nonetheless, when the two are not in competition, it is important to fulfil self-commitments for self-approval and improvement and commitments to others to enhance credibility.

Working as the sales representative for a small company introducing a new brand of soft drinks in the market made me realize that I walk my talk. Instead of giving directions from the office, I knew my trades perfectly and would get involved in the actual work. I would accompany my sales and marketing team to field visits to popularize the products. I would pitch customers the same way as my team members boosting their morale and eventually achieving great results. Getting involved in the trade gives a leader a snapshot of marketing challenges making them strategize ways of making the work easier for their team having experienced the challenges first-hand (Boies, Fiset & Gill, 2015). Walking the talk helped me trust the employees more and enhanced my credibility with them. 

I feel that I do not easily extend trust to others. One time, I was in charge of a sales and marketing team for a company dealing with beauty products. I delegated the duty of coordinating field marketing to one of the team members since I was handling daily reports and reconciling the department finances. However, I kept inquiring through other team members how the activities were being conducted. I felt that e the person I had delegated the duty to would not do it right. I felt I knew better than they did concerning performing the task to the satisfaction of the management whom I did not want to disappoint. Being a perfectionist and an honest person, I felt more confident and competent doing the job than delegating. Basically, I did not trust the subordinate staff. Had I trained the staff hands-on skills on coordinating field marketing activities, solving field challenges and reporting, then I would trust their abilities and worried less when handling other tasks. Before trusting the subordinate staff with the responsibility, it is important to pause for a fact check and reflect on their abilities prior to committing them (Boies et al., 2015).

 

Reference

Boies, K., Fiset, J., & Gill, H. (2015). Communication and trust are key: Unlocking the relationship between leadership and team performance and creativity. The Leadership Quarterly, 26(6), 1080-1094.

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