While fulfilling those tasks and roles, the employees in each department will work in cohesion as well as with cooperation, and that will lead to natural team formation

While fulfilling those tasks and roles, the employees in each department will work in cohesion as well as with cooperation, and that will lead to natural team formation. Apart from this formation of teams naturally or as part of organisational processes, leaders or particularly effective team leaders will take or have to take steps to encourage more team formation as part of carrying out the organisation processes. After forming the teams, the effective team leaders will optimize the functioning of the team members through various strategies. These strategies, apart from strengthening team bond will also result in optimization of the employees’ performance, leading to better productivity and profits for the organisation. So, this part of the paper will discuss certain characteristics and skills of an effective team leader, and how they implement those skills during the organisational functioning to elevate employees’ functioning.

The key factor that can strengthen or even break a team in an organisational setup is the treatment of employees by the leader. That is, effective team leaders should treat every employee equally and importantly on merit, and should not show any favouritism and biases for particular employee or employees. In an organization, there will be many situations during which this trait of the leader will be tested, and one important situation is when the leader gives rewards, incentives, promotions and even non-financial praises to the employees. That is, if the leader overriding highly performing employees rewards or promotes employees who do not deserve it, only because of non-organisational reasons, then it will de-motivate and disenchant all the other employees in the team, creating disunity among them. Then they would band together as a separate team, within the team, working by not following the leaders’ instructions.