http://leadershipinsights.osumc.edu/2010/03/03/team-leader-equals-success/ A forum for engaging leaders in discussion about the scholarship of leadership and how it impacts the future of health care. Fri, 10 Sep 2010 12:15:29 +0000 hourly 1 http://wordpress.com/ http://leadershipinsights.osumc.edu/2010/03/03/team-leader-equals-success/#comment-48 Janet Bickel Wed, 10 Mar 2010 15:56:36 +0000 http://leadershipinsights.osumc.edu/?p=235#comment-48 How to assist Team Leaders AND Members to value and harness their differences and to improve their relationship-centered communication skills is critical to all multidisciplinary collaborations achieving their potentials. As Dr. Longenecker notes time to “dwell with” other team members is required—and yet this time is often lackng –with up to 60 people on 1 hr conference calls! Findings from the emerging Science of Team Science (eg assessing scientists’ “collaboration readiness” ) may help AMCs get their “heads” out of their “silos” and address what they can do differenty to harness the enormous potentials of their CTSIs. How to assist Team Leaders AND Members to value and harness their differences and to improve their relationship-centered communication skills is critical to all multidisciplinary collaborations achieving their potentials. As Dr. Longenecker notes time to “dwell with” other team members is required—and yet this time is often lackng –with up to 60 people on 1 hr conference calls! Findings from the emerging Science of Team Science (eg assessing scientists’ “collaboration readiness” ) may help AMCs get their “heads” out of their “silos” and address what they can do differenty to harness the enormous potentials of their CTSIs.

]]> http://leadershipinsights.osumc.edu/2010/03/03/team-leader-equals-success/#comment-45 Randall Longenecker Thu, 04 Mar 2010 13:35:02 +0000 http://leadershipinsights.osumc.edu/?p=235#comment-45 This style of leadership requires significant "dwelling with" other team members - time being with each other to better appreciate and understand others' perspectives, as well as mutual commitment to working with one another in this way. I find it difficult to "lead from above," unless there are intentional structures and spaces set in place to allow this type of interaction. This style of leadership requires significant “dwelling with” other team members – time being with each other to better appreciate and understand others’ perspectives, as well as mutual commitment to working with one another in this way. I find it difficult to “lead from above,” unless there are intentional structures and spaces set in place to allow this type of interaction.

]]> http://leadershipinsights.osumc.edu/2010/03/03/team-leader-equals-success/#comment-43 James Onate Wed, 03 Mar 2010 20:32:26 +0000 http://leadershipinsights.osumc.edu/?p=235#comment-43 Excellent conceptual model of team leader. I fully agree that the process of mutual respect and mutual purpose is vital to team development/leadership. This mutual respect/purpose should be the primary mission of all clinicians/researchers because in the end our singular purpose is to help people. Excellent conceptual model of team leader. I fully agree that the process of mutual respect and mutual purpose is vital to team development/leadership. This mutual respect/purpose should be the primary mission of all clinicians/researchers because in the end our singular purpose is to help people.

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