Setting Leadership Tone and Out-Groups
Setting the tone in leadership is an immensely significant process within an organization. Setting the tone refers to the process of creating a connection between the leader and the employees. This phenomenon is about an organization working as a team through a leader bearing responsibility for the team’s morale problems (Northouse, 2012, pg. 129). Provision of the efficient structure that accommodates workers at the working environment is a crucial aspect. Clarification of norms in a group or organization enables a leader to administer leadership with ease; this is because everyone denotes his or her expectations from the organization (Northouse, 2012, pg. 130). Building cohesion is yet a key factor; this is establishing consistency and unity in leadership. A good leader unites the organization and builds interpersonal relations. Leadership is based on promoting standards of excellence which the organization works to achieve and maintain with the emphasis on constructive feedback (Northouse, 2012, pg. 136).
Feedback is the response that is obtained after leadership practices have been established. Constructive feedback is honest and direct communication about an organization’s performance. It is not mean-spirited or paternalistic, nor is it overly patronizing. Therefore, this paper is a discussion of constructive feedback and its role in leadership. Constructive feedback helps an organization to know if it is doing the correct things in the right manner and with the right speed. Although it is not easy to give constructive feedback, it is a skill which can be learnt. Moreover, it allows an organization to look at itself honestly and know what it needs to improve (Northouse, 2012, pg. 137).
There are many tips that should be incorporated in giving constructive feedback. People immensely benefit from the feedback that is delivered in a non-confrontational, constructive manner. Unfortunately, not many people have the innate skill of delivering feedback in the correct manner. However, there are some basic techniques that can enable an individual to deliver a quality and constructive feedback. These include addressing behaviors, describing the observed behaviors, and giving feedback in a calm unemotional language. In addition, the evaluation of communication is highly significant (Northouse, 2012, pg. 137).
Considerably, one of the most difficult challenges facing leadership is listening to out-group members who are the individuals in an organization who do not identify with the larger group. When leadership fails to listen to out-group members, the results are problematic (Northouse, 2012, pg. 151). Out-group members are common in an organization’s daily encounters. In an organization, there are out-groups consisting of people who are at odds with management’s vision. They are excluded from imperative decision-making groups. Moreover, speaking about project groups, some out-group members are those who just refuse to contribute to various activities of the larger team. Since out-group members are popular, it is essential for individuals who aspire to be leaders to know how to work with them (Northouse, 2012, pg. 151).
Out-groups is a common occurrence whenever individuals meet to solve a problem or accomplish a task. The term “out-group” refers to people in a group who do not feel that they are part of the larger organization (Northouse, 2012, pg. 164). This difference occurs because other people feel they cannot identify with the larger group or cannot meet the larger group’s reality. Sometimes, these groups form because individuals feel excluded as a result of failure of communication and social skills (Northouse, 2012, pg. 165). In responding to out-group members, an individual has to identify his attitude towards out-group members. In addition, a leader should explore how to respond to these members. In conclusion, setting tone is a decisive factor in leadership. A leader should lean to improve interpersonal communication in a group. Moreover, out-groups are significant, and a leader should develop listening attitude towards their unique contribution (Northouse, 2012, pg. 165). A leader should help the out-group members become included and create an outstanding relationship.