Style, Teamship and Support… The leader can empower or create fear within the team but their behaviour could also be part of a deeper systemic issue…
Tags: Safety Vs Threat; Climate; Manage Up – Manage Down; Dynamic Team Performance; Performance Systems; Building Teams; Limiting Behaviour; Poor Performance Behaviour; Conflict; Group think; C-Model; The Power of Feedback
The culture of an organisation and the environment that is created can implicitly influence the behaviours of the leader and team. How aware individuals are of this might be a clue as to both the emotional intelligence across the group and how reflective they are.
Low awareness of ones behaviour when interacting with and leading others (remembering that we often lead through influence rather than legitimate power), will significantly effect overall climate and team performance. Leaders can create feelings of safety or threat (see link) in individuals and can either empower of stifle individuals and performance. How individual team members feel will have a direct influence on the health of the organisation and the well-being of its workforce and importantly the impact that they deliver.
- Self aware, emotionally intelligent or directive transactional leadership in high performance sporting contexts?
- In high performance sport, who are the leaders and why? Right interpersonal skills, emotional intelligence and knowledge? What does this look like?
- Do leaders, HOPS/ HoM, Performance Managers and head coaches spend time developing their leadership style and skills? If so, what sources fit best within elite sporting contexts?
- How aware are our leaders of the climate they create and how this can enhance or detract from performance? AND
- How aware are our leaders of how the system/culture and climate influences their behaviour and if yes, what are the pros and cons?
- When leaders adopt ‘dark side’ characteristics, is this about their limitations and perceived threats? AND
- Are leaders aware of and considerate of the people they oversee, direct or work with and how they feel?
- Can leaders operate and behave in a way that supports their true beliefs about team working or are they often pressured to adopt a style that is in conflict with it?