ABSTRACT
Not all teams need leaders of a permanent nature, and many developed teams are able to change their leadership to suit the circumstances. But whether led or managed continually by the same person or by a variety of people we all have views about the way in which we should be managed. Successful managers the world over differ in what they regard as good management but what all agree on is that the team that is dissatisfied with the way in which it is led will operate below maximum effectiveness. We all know the manager who rules by fear, who gets results by shouting, ordering and threatening. Often this manager appears to get the required results but is unlikely to lead a team of committed people all giving their best. By contrast there is the weak and ineffectual manager, who may be a nice, friendly sort of person whom everyone likes on a personal level but who too often lacks the will or ability to face up to difficult issues. Observers have noticed repeatedly that the way people lead and manage others is a product of the attitudes and assumptions they have about them. Douglas McGregor developed a model which shows this quite clearly and some of the activities about leadership included in 50 Activities fo r Teambuilding are based on the model. It is a simple and effective way of explaining some of the major issues about leadership.
