领导力团队不仅需要照顾项目或团队，还要与高级管理层协调，为组织建立一个长期的愿景（Kozlowsk，et al。1996，p 42）。要让领导者具备为团队整体利益而量度风险的能力。在不同的时间点，领导者必须为团队的行为承担责任，并能够在客户，外部利益相关者升级的情况下为他们辩护。
Leader should ideally confront the situation head on to bring the disputing parties on the meeting table and identify the root cause of conflict to fix it. Based on the criticality of the problem and the project execution phase, leaders must make a decision to either propose a compromise solution or force his decision in project interest. Leader is accountable for the project success and hence should take actions to ensure this, even if it means overriding concerns from team members.
Leadership in team does not only involve taking care of project or team, but also taking initiatives to build a long term vision for the organization in coordination with the senior management (Kozlowsk, et al. 1996, p 42). It shall involve leaders to have the aptitude for taking measured risks for the overall benefit of the team. At different points of time, leaders have to take responsibility for their team’s actions and be able to defend them in face of escalations from customers, external stakeholders etc.
Leaders in team have to take into account the diverse nature of their team members, understand their strengths and weaknesses and blend them together into a cohesive unit to achieve optimal team objectives (Fisher 2000, p103). Hence, leaders need not only have intelligence quotient, but also have high emotional intelligence to handle varying situations and personalities within the team adeptly. In today’s highly connected workplace, with virtual team members being a reality, leaders need to acknowledge the assorted characteristics of their team members to assimilate them into a unified team culture.