{"id":47199,"date":"2025-11-19T14:03:58","date_gmt":"2025-11-19T14:03:58","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions-2-4\/"},"modified":"2025-11-19T14:03:58","modified_gmt":"2025-11-19T14:03:58","slug":"lesson-2-leadership-skill-discipline-disciplinary-actions-2-4","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions-2-4\/","title":{"rendered":"Lesson 2: Leadership Skill- Discipline -Disciplinary actions"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 2: Being a leader
\n<\/h2>\n

Discipline <\/h3>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

As you might have noticed, discipline is a very big portion of the leader’s mindset and it always starts with yourself.<\/h5>\n
We’ve covered you being disciplined towards your personal growth, your team’s growth, and ethical leadership and all of these can’t be achieved unless you have truly disciplined yourself to recognize the things that matter.<\/h5>\n
But the type of discipline we’ll be covering here is mostly related to the team’s discipline.<\/h5>\n
The disciplineof teams tells us that for a real team to form there must be a team purpose that is distinctive and specific to the small group and that requires its members to roll up their sleeves and accomplish something beyond individual end-products.<\/h5>\n
But the question here is, what happens when someone is not achieving what they should be achieving? How can you address a similar situation? How much should your team be disciplined? As a team leader, are you responsible?<\/h5>\n
Clearly, whatever procedures and policies exist for your organisation should be followed, but what if a team member is consistently late for meetings? Or if someone is social loafing? Should you be the one, as team leader, to correct the problem? Maybe not but understanding how to do it when necessary is a very important skill.<\/h5>\n
Balancing between disciplining your team and building your team can sometimes conflict and is often viewed as two opposite behaviors.<\/h5>\n
However, by building a stronger team, you can also develop a team that essentially self-disciplines.<\/h5>\n
By building a sense of mutual accountability in your team, the team will become self-disciplined without the need for you to interfere in every small matter.<\/h5>\n
Team building at this stage should focus on gaining common goals, purpose, and process.<\/h5>\n
Developing ground rules and assigning the task of ensuring each rule is followed to individual team members can be a way.<\/h5>\n
In reality, though, teams may not easily become self-disciplining.<\/h5>\n
How do you, as a team leader, then discipline a team in the real world without losing all the fun?<\/h5>\n
If someone on your team is not reaching the expectations, it is highly possible they are unaware of the problem.<\/h5>\n
There are things that you need to do from your end first before imposing any disciplinary action and they are simple things that you can measure with questions<\/h5>\n
\n\n\t\t\t\t\t Fairness:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Are the targets clearly communicated and written somewhere that the team member can find?
This question sets the expectations with the team member of what is expected from their end.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Timely one-on-ones
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Am I providing feedback that is timely and documented?
Usually team leaders forget that the monthly one-on-one sessions must be done,
There’s usually blame for being overloaded or not having enough time but these are all excuses.
You’re a leader, you must provide feedback that is very well structured so the team knows that you have their performance in check and monitored.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Big Errors
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Did I do the necessary meeting to communicate a major error when it’s needed?
Sometimes big errors happen and often leaders postpone the discussion of these errors till the evaluation session.
One of the worst things you could do as a team leader, though, is to ignore the problem.
Addressing the mistake as quickly as possible will automatically link the mistake to the behavior,
Discussing it later will link it to other factors like, why did he\/she discuss this now?
Is it because I didn’t say good morning? And you’ll find yourself in a never-ending loop of a team member feeling like they are being treated unfairly.<\/h5>\n<\/details>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Are the targets clearly communicated and written somewhere that the team member can find?
This question sets the expectations with the team member of what is expected from their end.<\/h5>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Am I providing feedback that is timely and documented?
Usually team leaders forget that the monthly one-on-one sessions must be done,
There’s usually blame for being overloaded or not having enough time but these are all excuses.
You’re a leader, you must provide feedback that is very well structured so the team knows that you have their performance in check and monitored.<\/h5>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Did I do the necessary meeting to communicate a major error when it’s needed?
Sometimes big errors happen and often leaders postpone the discussion of these errors till the evaluation session.
One of the worst things you could do as a team leader, though, is to ignore the problem.
Addressing the mistake as quickly as possible will automatically link the mistake to the behavior,
Discussing it later will link it to other factors like, why did he\/she discuss this now?
Is it because I didn’t say good morning? And you’ll find yourself in a never-ending loop of a team member feeling like they are being treated unfairly.<\/h5>\n
Just like the verbal warning, a written warning must have:<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-47199","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 2: Leadership Skill- Discipline -Disciplinary actions - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions-2-4\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 2: Leadership Skill- Discipline -Disciplinary actions - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 2: Being a leader Discipline As you might have noticed, discipline is a very big portion of the leader’s mindset and it always starts with yourself. 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