What Is Your Preferred Leadership Style?

Give the team a short term but realistic target to work on

Highlight how each team member strengths can complement another member weaknesses

Use data of past performances to identify trends and discuss with team on how they can improve

Encourage the team to experiment more new ideas to have quantum improvements

Copy other successful teams' strategies as much as possible

Focus on external competition and rally team members to work together as one

Identify the most costly resources and remove them as much as possible

Ask for consensus from the team & stakeholders on which resources to keep or discard

Analyze the effectiveness of each resource and streamline the processes based on the data predictions

Think of new ways of doing the task and acquire the 'right' type of resources required

Rank the resources based on recent performances and eliminate the most inefficient ones

Get the team to maximize the main resources by recycling, reinventing and monetizing them

Tell them the consequences in the long run but instill short term targets

Have a heart to heart talk with each team member on their challenges, personally coach them and request for support from management for later review

Find out the main causes of the poor performances via data and troubleshoot with the affected team members

Tell them that you are willing to put past performances aside and encourage them to try out new ideas to improve outcomes

Double the reward & penalty system system

Recruit new members to the team or request for internal transfers to raise the competitiveness of the team and exit the poor performers eventually

Identify the overlapping areas and get the key functional personnels to streamline the processes

Facilitate dialogue sessions amongst the 3 groups and vote for the most popular approach

Breakdown each stage of processes for analysis before recommending your solutions for team to validate

Paint a grand picture on the system and get the teams to propose several implementation options before you decide

Weigh the importance of the 3 functions and organize the resources around the most important function

Create a platform for continuous exchange of ideas and elect volunteers to take actions on the feedback

Tell them to stop the dispute immediately and if they don't would have to face the direct consequences

Listen to individual justification of the situation, counsel them before calling for a meeting to voice out their unhappiness and help them reach an agreement

Gather as much info about the disagreements including 3rd parties who are related, call for a meeting to present the facts and recommend the possible solutions

Treat it as part & parcel of team dynamics and organize team bonding activities to strengthen their teamwork

Record down the details of each disputed incident. Align each incident to the company protocol and send an official warning to members who do not comply in future

Evaluate the severity of the dispute before requesting for a neutral party to mediate eg. HR if unresolved

Minimize their involvement and go for the quickest way to complete the project

Find out their concerns and decide on a compromised approach that is agreeable to them

Present the facts & figures to the team members, get them to discuss and derive a suitable method

Help the team members to visualize a common goal and encourage them to strive towards it

Get team members to follow the management guidelines and work out a detailed plan that can minimize any potential mistake

Nominate mentors and asked them to share the team milestones publicly

Share the negative consequences if the team fail to adapt to new structure quick enough

Listen to their concerns and counsel them to think positively by sharing your own experiences

Find out the reason for poor morale via survey, share the results with the team and get them to elaborate on the trend before providing recommendations

Tell the team on the potential opportunities in the new structure and encourage make use of the new environment for personal changes

Map out the changes in a timeline and share what each role would need to accomplish before moving on

Bring in a motivational speaker and showcase successful companies who have survived major restructuring

Set a goal that is based on past achievements and mainly focus on the mastering the skills that were required for the competition

Look into how the competition would benefit the team members both individually and collectively and share with them these benefits

Identify the skills gap of the team and formulate both an individual and team game plans

Share a grand vision for participating in the competition and tell the team members to enjoy the process of competing instead of thinking about the pressure

Provide a detailed plan on training with standardize rules to execute in the competition and devise a comprehensive reward system for winning

Amplify the importance of the competition for their own survival and prepare the team on how to they can capitalize on the opponents weaknesses to maximize

Communicate the consequences of the employee's actions, tell him/her the expected behaviour within a time frame to improve

Find out what causes the employee's behaviours through an one to one dialogue and try to help him/her overcome the stress factors through regular guidance

Gather as much evidences of the erratic behaviours yourself and ask for justification before deciding further

Get the employee to think of where he/she can fit in. if unable to do so, help him find it elsewhere

Show a detailed record of the employee's erratic behaviours and suggest a corrective action for each behaviour. Any incompliance would result in a penalty

Ask the employee to assess his/her own behaviours and he/she suggest what kind of action to be taken before potentially escalating it up to the management

Efficiency

The level of improvement

Accumulations of the achievements and mistakes

The amount of creative contributions

Strictly on the organization's criteria

The leadership quality displayed

Admit your mistake and move on as quickly as possible

Apologize for any inconvenience it has caused others and try to compensate for it

Analyze where it went wrong and justify to the team how challenging the process was

Dramatized the decision making experience and advocate that it was an opportunity to try something out

Deny the mistake and push the responsibilities to the faults of the system

Get the team members to share on their perspectives of your mistake and how to avoid repeating it collectively

Ignore their comments

Try your best to be nice to them in order to reduce their opposition over time

Consolidate the areas that you have played by the rules and invite the other managers to a debate in presenting their cases

Laugh it off and put the spotlight on them on how they have played by the fairness rules but at some detrimental expense

Check with higher authorities for consent before making further changes

Appear to back down from your approach but meanwhile asked for reinforcement from stakeholders to support your position