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Transformational Team Leadership

Executive Development Programs

Program 5: Transformational Team Leadership

Overview

Leadership could be viewed as an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes and achieving organisational goals. As companies strive to search for and develop talent, there is considerable debate on what separates a leader from the rest of the corporate pack. Are leadership qualities intrinsic to an individual or can they be taught, developed and nurtured over time?

The Leadership Challenge

The biggest challenge facing leaders today is the changing world that wants a new paradigm of leadership. The new reality involves the shift from stability to change and crisis management, from control to empowerment, from competition to collaboration, from uniformity to diversity, and from a self-centered focus to a higher ethical purpose. In addition, the concept of leader as hero is giving way to that of the humble leader who develops others and shares credit for accomplishments. These dramatic changes suggest that a philosophy based on control and personal ambition will probably fail in the new era. The challenge for leaders is to evolve to a new mindset that relies on human skills, integrity, and teamwork – the hallmarks of Transformational Leaders.

Transformational Leaders use intellectual as well as emotional capabilities to guide organisations through turbulent business environments and help employees feel energized, motivated, and cared for in the face of rapid change, uncertainty, and job insecurity. Leaders can expand the capacities of their minds and hearts through conscious development and practice3.

Transformational Leaders understand the importance of emotional intelligence. Emotionally intelligent leaders can have a positive impact on organisations by helping employees grow, learn, and develop; creating a sense of purpose and meaning; instilling unity and team spirit; and basing relationships on trust and respect, which allows employees to take risks and fully contribute to the organisation. Leaders develop a team’s emotional intelligence by creating norms that foster a strong group identity, build trust among members, and instil a belief among members that they can be effective and succeed as a team.

The Transformational Leader thus takes every opportunity and will use whatever works to convince others to climb on board the bandwagon. In order to create followers, the Transformational Leader has to be very careful in creating trust, and their personal integrity and humility is a critical part of the package that they are projecting themselves as a Leader.

Objectives

  1. The opportunity to learn about leadership in a manner that is strongly connected with real world leadership activity
  2. Understand the link between Emotional Intelligence (EI) and leadership effectiveness
  3. Use Emotional Intelligence to Create a Positive Organisational Climate
  4. Stronger capacity for inspiring team members to deliver their best efforts
  5. Develop their managerial capability in realizing key organisational outcomes
  6. Greater personal confidence in themselves as leaders
  7. Develop a SMART Personal Leadership Development Plan

Program Outline

Introduction and the Role of a Manager and Leader

  • A discussion of participants experience and difficulties in leading their people in times of change.
  • A study of the different methods available to the manager for leading the team.
  • How to become a peak performance manager.
  • Each participant will analyse their work style today and consider actions for improvement.

Leading with EQ at the Workplace

  • Understanding the 4 main components of Emotional Intelligence (E.I.)
  • How strengthening your emotional intelligence will have a lasting, positive effect on you, your team, your department and your organisation
  • Using Emotional Intelligence to Create a Positive Organisational Climate

Leadership Styles

  • Using the appropriate styles of leadership to develop people in a department. Analysing the individual manager’s leadership style and allowing for flexibility in their role as manager.
  • To show how styles can and should be adapted for given circumstances. Understanding the most effective leadership style for each individual.

Effective Cross Cultural Communication

  • Communication Barriers in Cross Cultural Workplace
  • Strategies for Communicating to be heard by Others
  • Interpersonal Communication Skills – Discovery Questioning and Active Listening

Video Case Study

  • This Case Study provides participants with real-life scenarios where a leader adapts his leadership style to meet the needs of the group.
  • The Case Study has a strong impact on the concepts and ideas that were developed during the workshop are brought back to the surface and utilized.

Motivating Team towards Achieving Results

  • The factors influencing motivation and relevance of attitude to behaviour and performance.
  • How the attitude of staff towards work can be analysed – the practical steps that can be taken to increase motivation and reduce the risk of demotivation.
  • How to motivate yourself and others to excel.

Effective Team Building

  • Working as a team.
  • The opportunities to be gained from effective teamwork.
  • How to conduct team meetings.
  • How do we work as a team today and how can we build up the ”team spirit”.

Summary and Personal Action Plan

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3“Transforming the next generation of leaders” published by Singapore Business Review, 16 April 2012. http://sbr.com.sg/hr-education/commentary/transforming-next-generation-leaders-0

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