Employability skills

Task 1.1: Team leader Responsibilities


A team leader refers to someone who offers instructions, direction, and guidance to a team or a group of individuals so as to realize a given goal or set of goals. An effective Team Leader must identify the motivations, strengths, and weaknesses of their team members (Daley, 2006, p. 120).Team leader, required to perform different roles, duties, and responsibilities as well as performance objectives.







POST              TEAM LEADER


HOUR                        35/40 HOURS (full time)


SALARY        £35,000 (per annual)


Entry Required                     NVQ 3




1 year in working with individuals having a learning disability.

Experience in working with valuable people



A knowledge of individual centred planning

Knowledge Current Legislation concerning adults with learning disabilities.



Basic knowledge of DIY;

Flexibility and creativity






Summary of the role


As a Team Leader you will offers instruction, direction and guidance to a team or group or individual

So as realize a given goal. Hounslow West Care Home, you will be responsible for providing a needs-led service to adults having dementia and learning disabilities or mental health needs. I will adopt an individual-centred approach that is helpful in fostering personal growth and self-awareness as well as giving every individual the strongest voice concerning choices of lifestyles and decision making (Daley, 2006, p. 123).



Main Roles, Task and Responsibilities


  • you will act as a positive role model to provide leadership to the group at all times
  • you will manage rotas on day to day basis
  • you will communicate clear instructions to the members of the team
  • Ensure to offer effective supervision to the support workers on my team
  • Ensure good team working
  • Ensure team members complete all the necessary paperwork in each shift to a standard that is acceptable and signs off.
  • You will support, motivate and mentor members of the team.



  • Ensure the team offer support following care plans and daily support plans of individuals.
  • Support in treating people with respect and encourage them to express their individuality
  • Support and ensure a positive relationship with carers and family
  • Developing strategies to be used by team members in reaching its goals


Performance and Development

  • Maintaining confidentiality
  • Attend raining as required by the organisation
  • you will act as a positive role model to provide leadership to the group at all times
  • Maximize the quality of life for the individuals by working in partnership with care managers as well as other professionals.
  • Ensure that the work is recorded appropriately and accurately in compliance with the requirements of the organization


  • Supporting people in managing their finances and resources
  • Ensure to receive all the receipts and all the necessary paperwork before the end of each shift.



  • To meet the changing needs of the services and the users of the services, you will be responsible and flexible at all times..


Performance objectives

As a team leader, I will have many performance objectives such as obtaining certification within the first year of the job, participating in continuing education courses for the first six months, showing up for work daily to offer quality customer service, and achieving a high level of customer satisfaction due to high number of compliments received (Daley, 2006, p. 129).



1.2 Evaluate own effectiveness against defined objectives

During the appraisal process, different appraisal methods used are the staff appraisal and 360-degree feedback tool. According to (Chiang, 2010, p. 1369), 360-degree feedback can also be used in appraising the performance based on assessing the feedback that other people report about an employee. Further 360 degree feedback has potential advantages as it is based on assessment of superiors and juniors. It provides a more rounded view of my performance enhances awareness and relevance of my competencies and added job satisfaction (Daley, 2006, p. 123).However, using the 360-degree contains disadvantages as it over rely on technology, it has too much bureaucracy and may not result in frank and honest opinions, leading to biased behaviour. The advantage of appraisal tool is that it offers rate the employee performance over a period of time. It will help me in measuring my performance against the set objectives by focussing on certain indicators. Also, it gives room for the supervisor to analyse my performance so that I can justify weaknesses in my performance. It gives me the opportunity to set realistic targets that are easily achievable. Its disadvantages include time wastage in appraising the employee, limited perspective, erosion of motivation and subject to appraiser bias. Performance appraisal is helpful in setting goals, determining training needs and requesting the organisation to facilitate and request relevant support from management.

For one to be an effective team leader, he needs good time management skills. Within Hounslow west care home I utilize this key aspect viably by finishing the most imperative assignments first, for example, checking rota, and distributing care specialists to particular obligations and so forth. Distinguishing the most essential assignments to be done provides structure inside the association as this then empowers one to meet the people needs of homes through going through balanced with them to give support inside various zones, for example, their social life and exercises empowering recreation. Moreover, support is accessible to staff when required.

In spite of the fact that time management gets to be distinctly helpful I’ve recognize that once brilliant targets are met my consideration frequently concentrates on going through one to ones with occupants as opposed to apportioning adequate time with staff on events. In any case, one to ones are to be composed all the time as the necessities of staff additionally oblige thoughtfulness regarding guarantee the staff fulfillment is at the level in which they are content.

Self-motivation is an imperative aptitude which I have adjusted inside the team leader part to finish an errand requires positive traits and reliability. Along these lines, by illuminating myself to responsibility gives support to inhabitants and care specialists. A feeling of unwavering quality is created inside the earth which would add to rousing staff finishing day by day objectives and supporting each other in a way that moves the development of the organization (Chiang, 2010, p. 1367).

Notwithstanding self-motivation, I end up ailing in confidence when settling on choices I find that showing others how it’s done would be simpler than advising staff what they can add to (Daley, 2006, p. 120). As a pioneer of a group I ought to have the capacity to tell staffs what territories they can have information or potentially enhance be that as it may, my shortcoming remains from needing to maintain a strategic distance from strife inside Hounslow west care home. Also, the team members were given time and opportunity to work on interesting tasks thereby stretching their capabilities and knowledge. There was no hostility and conflict among the team members as they balanced the individuals’ needs for autonomy with the advantages or benefits of mutual interdependence. Besides, I was able to effectively develop strategies and provided good training to the team members that led to clear communication of instructions. This enabled the work to be recorded appropriately and accurately in compliance with the requirements of the organization.


1.3 Make recommendations for improvement

Recommendations helps in determining if the methods used in doing a task are successful. Therefore, I need to recognize areas of improvement so as to be an effective team leader by striving to achieve the required changes. The following are the ways I can implement the training within my team leader role to improve my abilities. The prescribed ranges for improvement depended on inducing more consistent one to ones and confidence with staff. As a team leader looking into the significance of normal one to ones give a more profound knowledge to how staff will perform viably when profitable one to ones are implemented. In expansion, preparing will upgrade the recently discovered aptitudes of administration so that when one to ones are booked the individual objectives will be strengthened to guarantee staff fulfillment. Moreover, continued professional development requires sorting out an hour every week for staff. I will focus on the morale by taking steps that ensure employee satisfaction with their jobs. In order to achieve this, I recommend reviewing of benefits, salary levels, and work environment among others (Durant et al. 2006, p. 507).

While addressing the requirements of staff confidence would have a contribution to what and how they can accomplish their objectives nonetheless, to create inside self-assuredness amid move hours should be progressed. Undertaking a course would empower the aptitudes and capacities to keep up structure in the execution goals, driving in certainty to guarantee that staff are making do with their obligations while I can oversee and embrace the most essential obligations. Furthermore, creating confidence abilities would investigate how to speak with staff which would build up a positive effect and also defining the limits on how I as a group pioneer can address the issues of occupants and staff. I will ensure there is effective communication as the performance of team members is all about communication. I will communicate clear goals and expectations to the team members because most of them would like to be a part of a compelling future (Roberts, 2003, p. 89). I will set large but achievable organizational ambitions to make the targets effective and meaningful in improving performance by motivating employees. Effective communication helps in binding the team together thereby enabling them to achieve the best results as it gives a clear direction to all the team members. Clear communication patterns will help in improving my roles within the organization (Hiam, 2003, p. 129).



1.4 Review how motivational techniques can be used to improve quality of performance

Motivation is one’s direction to behavior. The two types of motivation are intrinsic and extrinsic motivation. Extrinsic motivation is defined as playing out an activity or conduct to get an outer outcome or reward. At the point when outwardly spurred the idea is most worried with the result connected with activity for examples, mind laborers need to give individual care to inhabitants in spite of the fact that they might not have any desire to do it they should guarantee that they keep up and work to have a relentless stream of salary. Therefore, this is when individuals would work to maintain a strategic distance from discipline or a contrary result this would be carried on of outward inspiration distinguishing that care laborers will take part in individual care to the occupants. Though, intrinsic motivation entails playing out an activity or conduct since one appreciate the action itself. Accordingly, as a group leader to be naturally spurred to finish errands inside Hounslow west care home turns into an individual reward as time is made accessible to contribute with occupants and staff fabricating a viable relationship inside the work environment. Intrinsic motivation can be utilized inside Maslow Hierarchy of needs in the idea of work based accomplishments. According to Maslow (1943-1954), everybody is inspired to fulfill five essential needs such as physiological, security, belongingness, esteem and self-realization. From the Hierarchy of needs, workers need to meet their fundamental needs before advancing to meet the following level of necessities. In this manner, once the initial three needs are met, the representative will look for movement inside work position, for example, a team leader. When in that position, an individual should satisfy shrewd targets. Thusly, distinguishing that the team leader would meet hierarchical focuses to satisfy various results. Then again, Herzberg’s two-factor theory would add to outward inspiration albeit natural inspiration could be incorporated.

According to Herzberg’s Two-Factor Theory, there are factors that cause job satisfaction and other factors that cause dissatisfaction. Managers need to ensure factors causing job satisfaction are present and those causing job dissatisfaction are absent (Roberts, 2003, p. 98). Since extrinsic factors and intrinsic factors have inverse relationship, managers must provide intrinsic motivators and extrinsic motivators. Intrinsic motivators are less tangible and more emotional needs like recognition, growth potential, relationships and challenging work while extrinsic motivators are more tangible, fundamental needs like good salary, job security, status and fringe benefits. Managers must differentiate when to provide intrinsic motivators and when to provide extrinsic motivators (Durant et al. 2006, p. 505). At the point when a worker in Hounslow west care home needs are not met, their execution are influenced and they won’t look to improve the execution, for themselves and inhabitants. In this way, to improve the execution of care laborers expanding wages will propel representatives to satisfy their objectives, this would be connected to the result of their execution knowing whether they meet the working norms their wage will increment. Each employee should be offered different rewards depending on their level (Roberts, 2003, p. 89). Incentives give employees something to strive for thereby resulting in a healthy competition that increases the quality of performance at the workplace.

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