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Elements and Performance Criteria

Required Skills

This section describes the essential skills and knowledge and their level required for this unit

The following skills must be assessed as part of this unit

communication and interpersonal skills to provide effective support and motivation to a team and overcome communication barriers

planning and organisational skills to ensure activities and initiatives important to team development are integrated into own work planning

literacy skills to interpret a wide range of operational workplace information and develop clear and articulate team plans

time management skills

problem solving and decision making skills

The following knowledge must be assessed as part of this unit

roles of and functions performed by supervisors and managers

different leadership styles and the characteristics of effective leadership

principles of teamwork including characteristics of effective teams roles and attributes of team members organisation of teams potential team problems and the benefits of effective teamwork

role and theories of motivation and their application to different workplace contexts

typical causes of workplace conflict including cultural differences

impact of conflict on the role of leaders

organisational structure and group dynamics

formal and informal communication methods and application

legislative issues that impact on team management including equal employment opportunity EEO diversity antidiscrimination and unfair dismissal

types of plans and planning processes

Evidence Required

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria required skills and knowledge the range statement and the Assessment Guidelines for this TrainingPackage

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential

knowledge of leadership motivation and teamwork principles

ability to build positive team spirit and effectively manage overall team performance within a specific workplace context

project or work activities conducted over a period of time to allow the candidate to play an ongoing teamleading role

Context of and specific resources for assessment

Assessment must ensure

involvement of a team whose overall performance is the responsibility of the candidate

Methods of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

evaluation of team leadership within a project or activity managed by the candidate

evaluation of reports prepared by the candidate detailing how team commitment was encouraged and how team performance was managed during the conduct of a project

case studies to develop approaches to specific team leadership situations

oral or written questions to assess theoretical knowledge of leadership motivation and teamwork

review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended

Assessing employability skills

Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors How these skills are applied varies between occupations and qualifications due to the different work functions and contexts

Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role

Range Statement


The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below.

Plans and objectives may be short, medium or long-term and relate to:	sales targets performance targets for a particular project increased productivity meeting key performance indicators organisational strategies operational activities task management contingency management.

Team may be:	project-based permanent teams paid workers volunteers.

Expectations, roles and responsibilities may include:	nature and scope of work relationships with others in the workplace and interdependent areas of activity roles of leaders and managers, including information provision, decision making, planning and organising, and monitoring staff expectations around communication reporting requirements.

Innovative approaches may include:	making suggestions about better ways of doing things alerting colleagues to the potential of new technologies trying new approaches to old problems seeking information or ideas from unexpected places.

Open and supportive communication styles may include:	planned and unplanned exchanges of information providing open access to documents using technology to support effective communication, e.g. email groups involving others in developing solutions being prepared to declare own need for assistance providing constructive feedback.

Information from the wider environment which may affect the team may include:	overall organisation objectives rationale for management decisions changes in organisation policies marketing information and targets business performance information, including financial technology updates plans for new equipment training developments.

Opportunities for individual development may include:	internal training and professional development external training and professional development change in job responsibilities opportunity for greater autonomy or responsibility formal promotion.

Recognition and reward for team members may include:	informal acknowledgment acknowledgment to the whole team of an individual's good performance presentation of awards written report to management incentive initiatives.