Leading and motivating a team effectively
2) Assignment Two - Know how to communicate the organisation’s vision and strategy to the team.
3) Assignment Two – Know how to motivate and develop the team.
Every organisation, company or business has a vision, something which they strive to achieve and the ethos for how they perceive they should move. Once this vision has been established then a strategy or business model is created to achieve their goals and maintain standards. The strategy of any organisation, however, is a fluid process which must change due to a number of reasons; new legislation, problems identified, tighter budgets and health and safety issues to name but a few.
All of the aforementioned information, its importance and the potential repercussions are well understood at the top level but in order for the teams at grass roots level and everywhere in-between these two echelons to mirror this vision and move in the same direction then it is imperative that lines of communication are constantly open with seamless effectiveness.
In addition to ensuring effective communication of the organisations’ goals and values from all those in a management position to their subordinates, managers must also ensure that their team understand fully what the goals of the company are and why we do what we do. This understanding also means that every employee from the top to the bottom has a direct responsibility to emulate the corporate vision and practice it on a daily basis.
Once the team know and understand the way the organisation is moving, it is the obligation of the manager to ensure that the team “buys in” to the vision and motivates them to work towards these goals daily. A manager cannot, however, expect a new team to do everything they ask, so time must be spent as a group and with each individual so that an understanding of skills and experience can be achieved.
When the skill levels, experience and any other contributing factors have been identified then a good manager will utilise their team accordingly, making best use of each individual to augment the team’s and individual’s needs in line with the corporate strategy and offer support when needed or perceived to be.
Know how to communicate the organisation’s vision and strategy to the team
Connect the team with vision and strategy
Who are we and what do we do? So that we may understand our organisation better then we must initially look at what we do and where we sit in the public domain. To answer these two questions is of course simple, we are the second largest Fire and Rescue Service in the country, we are first responders to a plethora of incidents and we seek to prevent these incidents from ever happening by informing our communities.
GMFRS state their core purpose in the corporate plan as to “Protect and improve the quality of life of the people in Greater Manchester” which goes beyond our statutory duties, this is supported by six strategic aims:
Prevention: Inform communities of how to reduce risk.
Protection: Influence and regulate the built environment.
Response: Plan and prepare for emergencies to make a high quality, effective response.
Public Value: Manage risk by utilising resources effectively for best value for the public.
People: Work with people with the right skills to deliver high quality services to the public.
Principles: Operate in accordance with the law and our values to ensure safety and sustainability and inclusivity.
In addition to our six strategic aims as an organisation and their link to how we deliver these goals to the public we also have a set of values which each employee must be aware of and follow.
Respect, Honesty, Inclusivity, Excellence and Professionalism.
The values listed are in place so that we may conduct ourselves in the correct manner for our colleagues and also so we can serve our public in