+44 203 318 3300 +61 2 7908 3995 help@nativeassignmenthelp.co.uk

Pages: 13

Words: 3336

Development Of Self: Leading And Managing Effective Teams

Introduction - Development Of Self: Leading And Managing Effective Teams

Are you looking for Expert Assignment Writers in the UK? Native Assignment Help boasts a team of highly qualified writers who are ready to assist you with your academic needs. With our commitment to excellence, you can rest assured that your assignments are in good hands.

Assessing and developing the team is one of the major jobs for the leader or manager. However, it shall be revealed that not only the fresher but also the experienced employees needs evaluation and training; thus, training remains crucial throughout the career for both individual and team. It helps in developing the current and future capabilities of the employees. Leaders shall evaluate the developmental needs of each employee and offer the needed training in a suitable way. It further helps to modify the employee in a positive way. Moreover, the leaders shall shape their core values according to the organizational value and train the employees accordingly. It helps to enhance the capabilities of the employees along with improving the organizational performance. Likewise, the purpose of this essay is to discuss the approaches and theories that help in effectively leading and managing remote and multiple teams. Moreover, it shall discuss the tools and techniques that help to enhance the current as well as future teams and to balance the skills. Furthermore, the essay shall reflect on how the leaders shaped their core values for employees and organizational development.

Evaluating strategies and theories of effectively managing individuals and teams

Many organizations are adopting a remote model for their development and running their business in a sustainable way. Nevertheless, managing the remote team is one of the hardest things for the company. Various companies like Tesco, Nation Builder, and Premier inn in the United Kingdom are successfully working as a remote teams. Here are some strategies that help to manage the remote and multiple teams.

  • Setting boundaries

The members of the team often need some boundaries to keep their personal life and working life in balance because working from different time zones may impact their personal life (Sonea et al., 2020). For that reason, discussing the time with each team member and respecting their personal perspective, and showing them care and love is one of the easiest ways to manage a remote team.

  • Encouragement

In managing a team, cross-cultural diversity makes it a disadvantage to manage the team. The issues of multicultural team members create so many misunderstandings, which divide the team into several parts (Pettigrew et al., 2018). That is why it has become really hard to manage people from different cultures. Nevertheless, a simple and unique way to solve this problem is to encourage the team members by respecting every culture, providing holidays, and celebrating different occasions.

  • Brushing up the soft skills

Various individual employees and multiple or remote working teams are facing communication problems due to the lack of communication and soft skills within the employees. It is always hard to connect with the team members who are from different areas. However, developing their communication skills and technical skills helps the employees to collaborate in an effective and efficient way in their workplace. Just like the company Tesco in the United Kingdom helps their newcomers’ employees to brush up their technical and communication skills by providing various training because the company thought their employees were the future assets for them (Tecu et al., 2021).

  • Investment in the right management software

The remote working and multiple team culture are becoming more flourishing for the management when each and every team manages software for particular project tasks under one roof. For that reason, investing in the right software can manage the team members easily. Such as the company National Builder creates an investment strategy to develop their managing software and become more sustainable in managing their remote team members and the workplace (Nasiri, 2021).

To manage the multiple and remote teams, the majority of the organization has always used Theory X and Theory Y in their practice. Theory X reflects the standard approach of management in any organization. It creates a belief among the team members that people are in control and observed and also punished according to their working performance (Gomez et al., 2020). This theory presents the accurate behavior of the team members and also how to manage the team members. Theory Y helps the organization to trust their employees in their working place (Belouda et al., 2022). This theory reflects the positive view of human nature and also creates a belief that employees in their organization are taking various initiatives for their development. Such management strategies are adapted by global organizations all over the world.

Techniques and tools for developing team capabilities

There are various techniques that help to evaluate the team and to develop their future capabilities. Such tools and techniques help to balance employees' skills and to achieve the best outcome. The tools and techniques are as follows-

  • Together

One of the tools that help in developing the team capabilities is "Together ."It is one of the best ways to invest in the team and to connect them with suitable mentors. It helps to shape their career path. Together offers an "easy to use – mentorship platform ."Leaders can easily manage their employees without using spreadsheets. The algorithm of Together pairs the employees with their mentors depending on formulated questionnaires that the employees fill. After matching, the platform provides handbooks, mentorship questions, and others to help the mentees be successful. It supports 1:1 or team mentoring programs (Belouda and Mami, 2020). Such a tool helps in knowledge exchange, and leaders get the chance to enhance the knowledge of the employee, which further reshapes the staff positively for the future. Thus, it helps in enhancing the capabilities and balancing skills. Members of Ikea use the tool for their training and developmental purpose (Parizek and Stephen, 2021).

  • 360 Degree learning

360 learning is another tool that helps in collaborative learning. It integrates collaborative tools along with LMS (Learning Management System) to enhance collaborative learning throughout the organization. It helps the “high growth” organizations to unlock their learning opportunities for the employees via internal experts (Nani and Safitri, 2021). This tool helps the employees to enhance their professional skills. Likewise, the capabilities of the employees get enhanced.

  • Donut

Such a tool helps to connect an employee with a high-performing individual in the organization. The tools or app helps to set coffee chats with coworkers and helps to pair with coworkers. It helps with "cross-functional" collaboration, learning through connection, exchanging knowledge, and also helps to collaborate with distant members (Liu et al., 2022). Moreover, the weak member shall get enriched by collaborating with the high-performing member. Thus, balancing of skills occurs. Leaders shall monitor the entire activity.

  • CBT

There are techniques for developing the team's capabilities. One of the techniques is the "Stimulation Based Training for Teams" or "SBTT ."This technique helps initially helps in overviewing the team performance (it helps to understand the requirement of individual members); next, it helps to measure the team performance; and third, SBTT helps in effective training for the team (Gray and Baturo, 2021).

Other techniques that help to manage and develop current and future team capabilities are-

  • Identifying training needs

One of the major parts of leading the team is to know the team. The leaders shall be aware of the "developmental needs" of the team. The leader shall review the job description, communicate with the employee and monitor their work. Experts have revealed that often asking the right question at the right time helps to identify the skill gap of the employees, such as regarding the urgent performance issue and others (Hassani et al., 2021). Such technique supports to improve and to appraise team performance. Furthermore, the leader can use a "Training Needs Assessment" to identify the employee who needs training and the accurate training method based on their skill gap. For example, the need for Excel training for one team member shall be a waste of time for the other team members (Sonea, 2020). Thus, the accurate skill gap and training needs of each employee shall be assessed prior to organizing the training program. It shall help to increase the capabilities of the current team, and such abilities shall help the organization in current days along with helping in the future.

  • Selecting the accurate training method

After identifying the accurate training needs, the leaders shall identify the accurate training method. Skills of the employee can be improved if managers can find which training matches the needs of the employees. Although, balancing the training method with the skills required can become a challenge. In this case, the "70:21:10" model can be effective. This model reveals that 70% of the training or learning occurs through experience, 20% of leanings occur through effective communication and knowledge exchange, and only 10% occur through traditional courses (Hogenhout, 2021). Thus, based on the training needs, the leaders shall include the right training method to balance of skills of the employees and enhance their capabilities. Such models are used by the employees in Tesco, and that helps to understand the required training method for the employees (Caralieve et al., 2021).

  • Team building activities

Exerciser related to team building is an effective and fun method to enhance teamwork besides identifying people's weaknesses and strengths. It is crucial to identify the major challenge or issues with the team prior to choosing any exercise. For instance, in case any leader witnesses that poor communication is reducing the team performance and the team is missing deadlines, then based on this challenge, the leader shall select exercises to enhance the communication skill of the employees, such as verbalization, empathy, listening and others (Iqbal and Ahmad, 2021). Such team development activities help in developing certain skills within the employees, such as creativity, problem-solving, leadership, planning skills, and others.

  • Managing talent

HR department usually includes various talent management plans for accessing and developing the employees from the perspectives of abilities, skills, and others. Being a leader, it is important to identify the specific talents of the team members, help to retain them, and offer strategies to develop them further. Leaders can collaborate with the HR department to hire the employee with the required skill and also can include a "performance management system” for the development of the employees.

  • Succession planning

After identifying the performance level and abilities of the team, the leaders shall put their plans in place to prevent losing the vital knowledge and skills of the organization. Effective succession planning helps to ensure that employees pass on their experience, skills, and knowledge to their coworkers before they resign or leave. Managing such transitions helps to deal with changes easily. Moreover, the skills and knowledge pass to the future workforce (Hssani et al., 2021). For instance, ASDA uses this technique.

Reflection regarding shaping own core values to become an ethical and value-based future leader

The portion of the essay shall help to discuss how I will shape my core values to become an ethical and value-based leader in the future. I shall discuss how the above-mentioned theories and techniques shall help me to shape my values. Gibbs's reflective cycle model shall be used to discuss the reflection.

Free samples written by our Native subject experts for taking a cheap assignment help in the UK

Gibbs Reflective model


To describe how I will shape my core values to become a more ethical and value-based future leader, it shall be revealed that I shall initially try to understand the values of the organization, and accordingly, I shall shape my values. I shall try to understand the visions and values of the team and then shall try to match their value with the organizational values. Moreover, I shall involve myself ineffective training and developmental programs to become a value-based leader. Participating in seminars shall also help me to gather the desired knowledge (Silva et al., 2021). I shall include effective communication and problem-solving skills, and that shall help me to support my teammates. I shall maintain equality among my team and provide equal support to each member irrespective of their gender, religion, and others. Moreover, I shall support each employee so that they can utilize all the opportunities and get the best benefits from every possible situation. Likewise, I shall become an ethical leader. Furthermore, I shall try to identify the strengths and weaknesses of the employees along with identifying their individual needs. Based on their needs, I shall organize for individualized training approaches to help the members and enhance their capabilities further. It shall help the employees in enhancing the organizational performance, and I shall become a value-based leader.


I am really feeling very excited to discuss the methods of shaping my core values and the method of becoming an ethical and value-based leader. I am very pleased as the reflective section is helping me to imagine myself as a future leader, and it is giving me the emotional state of being a value-based and ethical leader. Moreover, this study has helped me to understand various leadership approaches, and I am feeling very enriched as I have gained huge knowledge.


To evaluate shaping my core values, it shall be revealed that being a leader, I shall use certain tools such as together 360-degree learning, donut, and others to communicate with my team members and to understand their strengths and weaknesses (Gomez et al., 2020). Moreover, I shall identify the developmental needs of the employees and then accordingly shall organize the training activities. Likewise, it shall help to add value to the employee’s skills. These are good sides of this study, and I have learned how to become an ethical and value-based leader. 


Thus, it has been analyzed that leaders who understand their team members accurately and communicate with them get a better chance to understand the development. Moreover, it has also been analyzed that leaders shall be ethical and value-based to support their employees.


Leaders are very crucial in shaping an organization and managing the employees. Based on the leader's abilities, the team performance gets enhanced, and that ultimately influences the organizational productivity and financial aspects. Likewise, reading more articles regarding the methods of becoming ethical and value-based leaders shall have helped to shape the core values more efficiently (Sonea, 2020).

Action plan

The knowledge that I gained from this study shall be used to enhance my future career further. I shall use this knowledge regarding how to improve the team in my future career. It shall enhance my leadership capabilities.


Thus, to conclude, it shall be revealed that there are various theories and strategies to manage the teams effectively. Moreover, it has been understood that there are various tools and techniques to develop the present and future team’s capabilities. Certain techniques such as identifying the developmental needs of the employees and offering the best suited individualized training through suitable training methods help to develop the team and their capabilities.


Bermuda, M. and Mami, A., 2022. Embedded solution for data acquisition and management strategy dedicated to a hybrid renewable energy source for remote electricity supply. Microprocessors and Microsystems, 90, p.104496.

Cavaliere, L.P.L., Singh, B., Kumar, M.J., Koti, K., Chakravarthi, M.K., Arun, S., Rajesh, S.S., Regin, R. and Singh, S., 2021. Achieving United Nations goals throughout the youth leadership. Turkish Online Journal of Qualitative Inquiry12(3), pp.2859-2883.

Gómez, S.M., Mendoza, O.E.O., Ramírez, J. and Olivas-Luján, M.R., 2020. Stress and myths related to the COVID-19 pandemic’s effects on remote work. Management Research: Journal of the Iberoamerican Academy of Management.

Gray, J. and Baturo, A., 2021. Delegating diplomacy: rhetoric across agents in the United Nations General Assembly. International Review of Administrative Sciences87(4), pp.718-736.

Hassani, H., Huang, X., MacFeely, S. and Entezarian, M.R., 2021. Big data and the united nations sustainable development goals (UN SDGs) at a glance. Big Data and Cognitive Computing5(3), p.28.

Hogenhout, L., 2021. A framework for ethical AI at the United Nations. arXiv preprint arXiv:2104.12547.

Iqbal, Q. and Ahmad, N.H., 2021. Sustainable development: The colors of sustainable leadership in learning organization. Sustainable Development29(1), pp.108-119.

Liu, W., Wei, W., Choi, T.M. and Yan, X., 2022. Impacts of leadership on corporate social responsibility management in multi-tier supply chains. European Journal of Operational Research299(2), pp.483-496.

Nani, D.A. and Safitri, V.A.D., 2021. Exploring the relationship between formal management control systems, organisational performance and innovation: The role of leadership characteristics. Asian Journal of Business and Accounting14(1), pp.207-224.


Parizek, M. and Stephen, M.D., 2021. The increasing representativeness of international organizations’ secretariats: Evidence from the United Nations System, 1997–2015. International Studies Quarterly65(1), pp.197-209.

Pettigrew, R., 2018. The population ethics of belief: in search of an epistemic Theory X. Noûs, 52(2), pp.336-372.

Pirtskhalaishvili, D., Paresashvili, N. and Kulinich, T., 2021. The gender aspects of career development and leadership in organizations. Journal of Eastern European and Central Asian Research (JEECAR)8(2), pp.255-266.

Porfírio, J.A., Carrilho, T., Felício, J.A. and Jardim, J., 2021. Leadership characteristics and digital transformation. Journal of Business Research124, pp.610-619.


Silva, C.S., Magano, J., Matos, A. and Nogueira, T., 2021. Sustainable Quality Management Systems in the Current Paradigm: The Role of Leadership. Sustainability13(4), p.2056.

Sonea, A.C., 2020. New aspects in polygroup theory. Analele Universitatii" Ovidius" Constanta-Seria Matematica, 28(3), pp.241-254.

Tecu, A.M., 2021. REMOTE WORKING STRATEGY INDUCED BY COVID-19: A CASE STUDY. In Proceedings of the International Annual Conference of the American Society for Engineering Management. (pp. 1-10). American Society for Engineering Management (ASEM).

Vizcaíno, F.V., Martin, S.L., Cardenas, J.J. and Cardenas, M., 2021. Employees’ attitudes toward corporate social responsibility programs: The influence of corporate frugality and polychronic organizational capabilities. Journal of Business Research124, pp.538-546.

Recently Download Samples by Customers
Our Exceptional Advantages
Complete your order here
54000+ Project Delivered
Get best price for your work

Ph.D. Writers For Best Assistance

Plagiarism Free

No AI Generated Content

offer valid for limited time only*