Running head: TEAM A REFLECTION

Team A Reflection
LDR/531

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2
Introduction

When working on a Team or in Group communication is a requirement to be successful

but often there are barriers that present big challenges. Several communication barriers that were
presented in this weeks reading were: filtering, lying, silence, emotions, communication
apprehension, Cultural Barriers, and Information overload to name a few (Robbins &
Judge, 2013). As a group we chose emotions as being the barrier of communication that has been
faced in our previous work experience.
Humans are naturally emotional by nature. Emotions play an important role in the human
experience. Without emotions, life would be dull and mechanistic. However, when emotions go
too far, especially in the workplace, they can be hurtful, unproductive, unethical and sometimes
even illegal. Understanding the influence of a leader on followers requires an analysis of the
emotions and moods of both parties in addition to their cognitions, actions, and decisions (Yukl,
2013). Simply by being present, physically and metaphorically, the leader can help keep a lid on
maladaptive emotions in the workplace.
Due to difficulty in communicating with individuals when there is an emotional
component it appeared to be a great topic to discuss with our mentors to learn how to grow and
be more efficient as communicators in our present work.
Michael Nighbert and his mentor Gary Latimer discussed effective leadership styles and
communication barriers during this week's meeting. Transformational leadership was identified
as the most effective style and identified as the type of leadership that both Michael and his
mentor try to employ. Active listening was also discussed and emphasized by Michael's mentor
as a very important skill that will help reduce communication barriers. Gary explains that
building rapport with his team through trust and empowerment is essential to the team's success.

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Emotions were also identified as a barrier to communication and contribute to poor

decision-making. Gary explains that the most effective tool during verbal communication is
practicing active listening. This practice allows the speaker to give their point of view and
explanation and gives the listener time to understand exactly what the speaker is saying. Active
listening also allows for emotions to dwindle which will allow for a calmer discussion.
During her meeting with the mentor, Alicja discussed task-centered leadership, behaviororiented leadership, and charismatic leadership. Although Alicja is inspired by charismatic
leadership style, she only sees charismatic leaders on television and other digital media.
Based on her prior leadership experience, Alicja sees herself as task oriented leader. As
project manager, she evaluates the situation as a whole and assigns individual tasks to those who
are best equipped to handle individual jobs. Those employees have the skills and talents
necessary to deliver a quality product by an established deadline. She ensures that employees
enjoy assigned tasks, as contentment creates a positive atmosphere for all. Alicja keeps lines of
communication open. People are encouraged to come to her with questions so that she can
support them, and work with them through difficulties.
Alicjas mentor stressed the importance of behavior-oriented leadership. He believes that
a hybrid of task and behavior leadership brings the best results. He stated that he learned more
about leadership from bad-behaving bosses than those who did their jobs well. He encouraged
Alicja to learn from situations where leaders did not lead so that she would not repeat those
errors in the future.
On August 28, 2015 Kryselle Lyn Encarnacion met with her mentor. Some of the topics
that were discussed were communication and effective leadership strategies. In the discussion
with her leader she found that in her line of work as a Vice President of a major insurance

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company, communication with employees, clients and colleagues is very important. Her
communication style is direct. She is straight to the point, no fluff. Because her line of work is
mostly negotiating with clients and trying to provide services to their businesses, she describes
communication as key. Everything that she does is based around communication she has with her
clients so, professionalism, good grammar and appropriate language is always a must in her line
of work and with her fellow associates. The way that she communicates, direct and straight to the
point, is how she bases her strategies of leadership. She believes in being uplifting and
motivating with her associates but leading with a direct attitude lets her colleagues, employees
and clients know that she means business.
Lastly, Kari Devine met with her mentor, Tom Riley, and discussed the difficult with
conflict that can surround communicating with individuals that are emotional at the time. There
were several great examples her mentor gave her to prevent miscommunications occurring and
also giving both the communicator and the person being communicated to the probability to take
the most factual information away from the discussion. Tom was Karis first manager in a
supervisor position and they spoke about the scenario when she presented her first disciplinary
statement and the person began crying and seemed to check out in that moment.
The first point Tom made was to always come to meetings prepared and to prepare for
several different outcomes. It is not likely to predict how a person will react, especially when
emotions are involved so it is important to think of several outcomes. Another point Tom
mentioned is to often schedule a time to follow-up on the initial meeting. Being that the person is
emotional it is likely they will not retain all the information they are given. This will give them
an opportunity to review and have the information sink in. This will also build trust with

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employees, by not only giving information by also building a relationship with that person and
finding what their needs were following the meeting.
Conclusion
In conclusion, the intimidation surrounding communication and emotions are the
unpredictability on how each individual will interpret the information presented due to how they
are feeling at the moment. The conversations between the mentors and recipient of mentoring
will help to take away the intimidation when communicating with individuals when they are
emotional.

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References:

Robbins, S.R., & Judge, T.A. (2013). Organizational Behavior (15th ed.). Upper
Saddle River, CJ: Pearson/Prentice.
Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ:
Pearson/Prentice Hall.