Module 3 discussion questions and answers

Module3 discussion questions and answers


Forthis week’s discussion, answer the following questions.

Youare a member of a hospital project team assigned to develop a newpediatric oncology service line. Your team is expected to develop abusiness plan for presentation to the senior management team and thehospital board. A specific time table has been established forproducing a set of deliverables. The leader is a well-knownoncologist with a very strong clinical background and reputation.However, his team leadership skills leave something to be desired.Among other problems, meetings are cancelled at the last minute,delegation of tasks is ambiguous, and the focus and direction of theproject changes scope at virtually every meeting. As a team member,what alternatives do you have to improve team management? Whichalternative would you select as having the best chance of success?


Thealternatives I have for team management are the following:

  • Pacesetting – Replicate what the leader does.

  • Authoritative – Focus on end goals.

  • Affiliate – Build an emotionally bonded team.

  • Coach – Focus on long term goals.

  • Coercive – No questions asked and answered.

  • Democratic – ensure everybody’s willing participation.

Iwould not like to stick to a single leadership style, but rather usea two style approach. Right now, the entire situation is a crisis.Our team leader has failed in every possible way. He isunprofessional for he keeps missing meetings, or outright cancelsthem without due notice. There is no clarity in responsibilities thatare assigned to team members, including me. It is no surprise thatour team is in no position to deliver the goods.

Tostart with, I would go with the Coercive method of leadership. I willinform everybody in the team that we are in crisis mode. We need tostep up and inform that our current team leader is useless and Iwould like to take charge. I will give reasons and gain theirconfidence. However, I know that the coercive technique won’t workforever.

Iwill also go ahead and speak to the current team leader, who happensto be highly skilled. I will talk to him as an affiliate. Reach outto his emotions, and explain to him that the team really needs himbecause he is the expert. I will use the same emotional leadershiptechnique to reach out to my team mates. Explain to them that weshould recover from the mess and work towards our goals.


Woodcock,M., &amp Francis, D. (2008). Teammetrics resources for measuring and improving team performance.Amherst, Mass.: HRD Press.