Page 21 - Advanced Transformational Leadership Programme - 128 Hours Blended Learning Module info

exemplary and authentic behaviour ‘on type’ and developing, within and beyond their area of responsibility, a culture of mutual respect and accountability.
- Gaining corporate commitment to staff welfare
- Making the business case for staff welfare
- Developing a staff welfare policy
- Key elements of successful leadership of health and safety management Source: HSE (2008)
- Health and well-being, and work life balance and employee engagement
Discuss practical examples of the links between team performance and strategic objectives. Models and tools (Armstrong’s performance management sequence, Deming’s PDCA Cycle) to set team performance targets.
Team coaching and team performance plans can outline the process that is involved from the outset. Indicate how the objectives are incorporated within the plan and the methods in place for monitoring performance of both the task and individuals’ performance. Do the methods used have a positive impact on team performance, or do they need to be adapted to meet the team needs? It would be beneficial to outline an example of changes initiation to the monitoring process, and why this change was necessary.
Consider how team performance is measured against the objectives set. How individual motivation levels vary at different stages.
Show critical understanding of a number of different tools that can be used to measure individual performance within the team. You are asked to consider how the team’s current performance level can be factored in. There are many models that can be used such as: Balanced Scorecard,
building activities
Psychometric analysis of team and type
Team plotting activity
activities Reflection
Version: 1.0
Created: 23rd January 2017
BECKETT MCINROY CONSULTANCY
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