Successful collaboration and team dynamics team c
•Download as PPTX, PDF•
0 likes•604 views
Team C's first collaborative assignment.
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Successful collaboration and team dynamics team c
Similar to Successful collaboration and team dynamics team c (20)
Recently uploaded
Recently uploaded (20)
Successful collaboration and team dynamics team c
- 1. Successful Collaboration and Team Dynamics COM/516 Michael Brummett, Andrew Cyr, Marvin Hoffmann, Mallory Quigg, Benjamin Shuffain, Marie Woods April 13, 2015 Donna Monahan
- 2. The value of team collaboration for academic success • Collaboration is necessary skill set in virtual classroom to be effective • Develop clear goals and objectives • Facilitate better communication among team members • Planning and brainstorming varied ideas Marie Woods
- 3. Strategies in using conflict resolution as opportunities for learning • Managing conflict resolution is critical to virtual team’s success • Definition and characteristics are identified • Sources of conflicts are identified • Virtual negotiation and mediation systems are introduced • Methods of conflict training are suggested Marie Woods
- 4. V I S U A L A U D I T O R Y K I N E S T H E T I C • ‘hands-on’ experimentation • need to move around • communicate through touch • hearing / listening • spoken instructions • often read out loud to hear the words • reading / pictures • often close eyes to visualize/ remember • easily distracted by sounds Michael Brummett
- 5. Kolb’s Model “Learning requires the resolution of conflicts between dialectically opposed modes of adaptation to the world. Conflict, differences, and disagreement are what drive the learning process.” (Kolb & Kolb, 2005) Michael Brummett Concrete Experience Abstract Conceptualization Active Experimentation Reflective Observation Accommodating Diverging Assimilating Converging
- 6. • Pragmatists (Contributors) – practical application, good with details • Reflectors (Communicators) – introverted, reviewers, planners, good at thinking through problems • Activists (Challengers)- activities and challenges, motivator, tends to jump in and do before thinking things through • Theorists (Collaborators)- “big picture people,” understanding why, linking events, ideas, situations. Honey and Mumford Model (with UOP Learning Team Toolkit designations) Michael Brummett
- 7. Crucial Communication Skills Communicate with teams to fully understand each others ideas Ben Shuffain
- 8. Crucial Communication Skills • Listen • Clarity • Friendly • Confidence • Open Minded • Respect Ben Shuffain
- 9. Learning Team Charter • Completed at the beginning of the online course process to: – describe our team’s mission or task. – to set our goals – secure each members commitment in achieving our goals – to plan – to allocate its resources • A Charter increases the likelihood that a team will reach it’s objectives in an effective and an efficient manner • Helps identify potential conflicts and decide how to resolve conflicts should they arise. • Filling out the Learning Team Charter will prove to be beneficial for each team and project you work on – New teams means new missions, goals, commitments, plans, and resources – Same team but different instructor and/or project will requires thought of missions, goals, commitments, plans, and resources. • members should use the Learning Team Charter form to guide them through the process. Mallory Quigg
- 10. Learning Team Charter COURSE AND CONTACT INFORMATION • contact information. • Signature of collaboration and agreement of contents. • creates a sense of shared commitment TEAM MEMBER SKILL INVENTORY • What do you bring to the group? • What skill would you like to learn form the group? LEARNING TEAM GOALS • lists the goals for the project. • Create specific and measurable goals. • Identify barriers to meeting goal. GROUND RULES • Identifying ground rules to be agreed on by all team members. • Member’s personal needs stated. CONFLICT MANAGEMENT • Identifying issues that may arise and cause conflict. • Agreeing how to resolve potential conflict. Mallory Quigg
- 11. Effective Components Necessary for Team Success • Active Team Participation • Open Communication • Leadership • Clearly Defined Goals Andrew Cyr
- 12. Strategies of Productivity Prepare to commit oneself Stay positive Maintain good health Reserve time for studies Be adaptable and open-minded Establish lines of communication Stay in contact Express concerns early Provide feedback Understand the assignment Suggest alternative perspectives Share strategies or information Regularly review the requirements Set milestones Create realistic goals Update on progress often Marvin Hoffmann
- 13. ReferencesSlides 1 & 2: Dittman, D. Hawkes, M., Deokar, A., Sarnikar, S.. IMPROVING VIRTUAL TEAM COLLABORATION OUTCOMES THROUGH COLLABORATION PROCESS STRUCTURING. Quarterly Review of Distance Education11.4 (Winter 2010): 195-210,289-290. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/873033438?pqorigsite=summon&http://search.proquest.com?acc ountid=35812 Yuhyung, S. (2005). Conflict Resolution in Virtual Teams. Retrieved from http://www.sciencedirect.com.contentproxy.phoenix.edu/science/article/pii/S0090261605000392 Slides 4-6 ANTA. (1998). Workbased Learning: A Ready Reference. Melbourne: Australian National Training Authority Education Planner.org. (n.d.). What's Your Learning Style? The Learning Styles. Retrieved April 12, 2015, from Education Planner.org: www.educationplanner.org/students/self-assessments/learning-styles-styles.shtml Kolb, A. Y., & Kolb, D. A. (2005), Learning Styles and Learning Spaces: Enhancing Experiential Learning in Higher Education. Academy of Management Learning & Education, Vol. 4, No. 2, 193-212. Slide 8- Doyal, A. (2015). Top 10 Communication Skills. Careers. Slides 9 & 10- University of Phoenix. (2002). Guide to completing the university of phoenix learning team charter . Retrieved from University of Phoenix, COM516- Professional Communications website.
Editor's Notes
- Given the varying nature of collaborative tasks, virtual teams, and the reliance on communication and collaboration technologies available, there is a need for a proven training program that prepares knowledge workers and students in conceiving and employing structured collaboration processes and strong relational links with teammates.
- Virtual teams can be effective with managing conflict as long as planning and brainstorming is done prior to collaborating. Communication and listening to every member’s ideas and suggestions can minimize conflict among members. Members should be able to resolve conflict among each other before taking it to the university’s faculty.
- (Michael Brummett) If you search ‘Learning Styles’ on the internet you’ll come across a number of ‘tests’ that identify you most often in three categories: Visual Learner, Auditory Learner, or Kinesthetic (or Tactile) Learner. According to Education Planner.org : Visual Learners- learn by visual means including reading, charts/diagrams, and pictures. They often can picture in their head what they are learning and will often close their eyes to visualize what they have learned or recall learning from memory. They can be easily distracted by sounds. Auditory Learners- learn best through hearing lectures or verbal instructions and listening to others in conversations. They are likely to store information based on how it sounds and reading is best comprehended by reading out loud so the information is heard as well as seen. Kinesthetic, or Tactile, Learners- learn most through “hands on” activity and experimentation, moving, touching, building, drawing, etc. They often have to take breaks and move around. Communication often involves hand gestures or physical touch. These deal primarily with how learners like to receive information, which is important to know for oneself and is helpful to know of others in group settings. Some online collaboration tools provide sharing of a variety of content, from written documents and pictures (visual), to audio files (auditory), to video tutorials (kinesthetic) that can help bridge the gap in communicating with others having different learning styles.
- (Michael Brummett) A more detailed approach, and one that deals more directly with interactions between different learners in teams is the model developed by David Kolb. Kolb’s approach developed within research into an Experiential Learning Theory (ELT). ELT has 6 propositions, one of which is quoted here. There is an overall emphasis on learning taking place in relation to one’s environment (in this case, environment being fellow team members) and through the differences, disagreements, and conflicts that arise. This shows the real value of ‘utilizing learning styles to strengthen the team dynamic.’ Kolb posits that learning styles are a combination of related modes of grasping information (either through Concrete Experience or Abstract Conceptualization) with related modes of transforming experience (through Reflective Observation or Active Experimentation) The combinations result in learning styles designated as Diverging, Converging, Assimilating, or Accommodating.
- (Michael Brummett) Researchers Peter Honey and Alan Mumford modified Kolb’s model along perhaps more practical lines and focused on the learning styles as functions within a group or team. Pragmatists are the more practical ones, focusing on the task and the technique. They like to see immediate application of what they learn and are willing to practice to get it right. They are better with details. Reflectors are good at thinking through problems. They are more introverted and are prone to reviewing, planning, and preparing before they are comfortable doing anything. Activists like to experiment and prefer to learn through activities and challenges. They don’t often deal well with sitting and listening through a lot of instructions, they are more prone to jump into action before thinking things through. For this reason they are great motivators but not usually adept at handling the finer details. Theorists are the ‘big picture people.’ They are more concerned with the ‘why’ of the project or the purpose of the team and so ask probing questions, draw links between ideas, situations, and events, and develop concluding solutions to problems. Ideal teams have all four types present as members. Teams with primarily Reflectors often overanalyze and do very little for want of further reviewing and planning, while a group of all Activists my jump into action too early, wasting energy through inefficiency and not following through to the finish. All types are needed to balance each other. Incidentally, in parentheses are terms that you’ll find for these types in the UOP Learning Team Toolkit (the pdf document “The Team Working Together” on the ‘Getting to Results” page). Owing to the repetition of the ‘C’ sound it is most likely to be remembered by Auditory Learners. Honey and Mumford’s model, with designations reflecting the actions of the team members should appeal to Kinesthetic Learners, while Kolb’s diagrammatic approach should satisfy the Visual Learners.
- (Ben Shuffain) -After hearing what you teammates are saying, say it back to them to make sure you fully understand the message -Allow everyone to share their own vies and ideas and if you do not agree do it respectfully -Do not interrupt your teammate when they are trying to explain something, let them finish and then respond -If you do not understand fully what a teammate is trying to get across to you let them know so that everyone is on the same page -Stick to the task at hand; do not talk about subjects that may offend or upset your teammates
- -Do not become cliques to undermine other teammates ideas. We are all here for one true goal and that is getting a good grade by working together -Respond to all questions and discussions as promptly as possible, if you cannot do so tell your team in advance -If you cannot get back to your team quickly have an explanation ready because one will be expected of you -After a decision has been made by the team move on to the next task Bibliography Doyal, A. (2015). Top 10 Communication Skills. Careers.
- Since the Charter is to be filled out at the beginning of a project, we are encouraged get into contact and communicate with one another right away to fill in the information. Being able to develop a charter is a productive activity to take on with a team of people and develops several skills such as communicating, compromising, organizing, and reflecting. The use of a Charter is meant to increase the likelihood that a team reaches their objectives effectively and efficiently. Looking at the Charter, questions such as “What strategy will you use to unsure all team members are contributing and collaborating appropriately?” being asked to plan for how you will communicate with team members who are not contributing and how will teams manage conflicts will allow members, before any conflicts actually arise, to reflect and plan ahead of time on how they will resolve conflicts. Each time a team fills out a Charter, they will be needing to think of the project they were assigned and the team they were placed in. The type of project will determine the mission, goals, commitment, plan, and resources needed. Therefore, despite being assigned to the same or a similar team, it may still prove to be necessary to fill out a Charter as projects will change and people’s strengths, resources, and abilities may change.
- -Course and Contact- Team members begin the collaboration process by stating what time and what way is the best to communicate with them. They state their agreement with the contents of the charter and have collaborated in completing it. Additionally, this section creates a shared commitment to the project and course they are currently filling out the Charter for. -Team Member Skill Inventory- This is where you will inform your fellow team members what you can offer to this project based on your skills, background experience and knowledge. In addition to building on your strengths, this is also an area for you to reflect on what skills you would like to see yourself improve during this project. It may seem more effective and efficient to continue to volunteer to do what you are skilled in, however, team projects are a great medium to building new skills as there is a group of people to help aid you and correct any mistakes along the way. Learning Team Goals- This will include the objectives and sub-objectives that will allow the team to meet the overall goal and the process in which they would like to carry out these objectives. Also done in this section is setting goals that are specific and measurable to manage all the work necessary to achieve the goal. Here, a team may also identify barriers that could hinder progress towards a team’s goals and it is also here where team’s can plan approaches to overcome those problems. Ground Rules- When ground rules are established, conflict is minimized and protocols are established. Roles can also be created here which allows team members to understand what is expected of them- increasing productivity and decrease conflicts and confusion. This section is also where team members can share specific rules they need team members to follow, such as how and when to communicate with them, to be shared. Conflict Management- Given everyone’s different time commitments, outside responsibilities, and strengths, conflicts will most likely arise and it is here in the Learning Charter where team members reflect and agree ahead of time how they would like to deal respectfully and effectively with those conflicts.
- Andrew Cyr For any team to be successful we see the same basic components mentioned over and over. First and foremost for any team to be successful, regardless of goal, is the necessity for all members of the team to be active in participation. If certain members of the team do not pull their weight then it leave a greater burden on the other members. This can lead to a lack in quality of work or worse, animosity within the team. Potential issues that can arise from a lack of equal participation can usually be avoided if honest and open communication is encouraged. Keeping lines of communication between members open can help make all members feel included, and can also help detect any issues that might arise early, thus giving the other members time to work it out. Honest communication is also key. This will allow members to voice their concerns and allow the team to overcome them. Leadership is also a key component to team success. A member who is willing to take the role of leader will help stabilize the team. A leader can divide the work between members, help settle any disputes, and help make sure that work is completed and deadlines are met. Without a good leader to any team, some members might try to assume the role and if there are multiple members, this can lead to confusion. Lastly, clearly defined goals are essential. This also builds off the necessity of a chosen leader. Making sure that each and every member of the team has clearly defined roles with each assignment will make sure that everyone has evenly distributed the work load, in addition to making sure that there is no confusion which can lead to work not being completed. The leader can help in this role, as they can make sure that the work is properly divided.
- (Marvin Hoffmann) Motivational strategies to increase productivity Motivation is the incentive behind the struggle of accomplishing any act. The level of motivation is directly related to the level of productivity. That is, the more motivated one is, the more productive he or she will be. This can be translated to a collaborative environment as well. The more motivated a team is, the more productive it will be. While members of a team can gain inspiration or incentive from other team members, there are responsibilities to which an individual must adhere. An individual must have a commitment to the welfare of the team. This means having a positive attitude and outlook. Negativity is contagious and could lead to the downfall of an entire team. It is important for each member to maintain good health through an appropriate diet, moderate exercise, and proper rest in order to mitigate the negative effects of stress. As students in a masters program, many will already have commitments to personal and professional aspects of life, but time must be reserved for the academic element as well. Because of the nature of teamwork, one cannot be set in one’s ways, but must have the ability to adapt to the environment and have an open mindedness toward new and different ideas. To benefit from the advantages of teamwork, lines of communication, both sending and receiving, must be established. Members must keep in contact with the team to maintain communication. All comments and opinions should be respected, and any criticism must be constructive. It is imperative that any concerns or requests for assistance be made in a timely fashion to allow for an effective resolution. Especially in the case of online group work, feedback is invaluable, even just an acknowledgement of a team member’s concern or request. To have the reassurance that the message is being received may be enough to get the team member refocused and progressing on other aspects of the team assignment, rather than waiting idle for a response. All issues with team decisions must be accompanied by a possible solution. Lastly, praising a team member can have a lasting side effect of boosting morale for the individual, and, in turn, the whole team. To complete any task, there must be a thorough understanding of the assignment and its requirements. Because people have different styles of learning, some members may not immediately understand all of the intricacies of a project. A confused or unsure member will be of no benefit to a team. As a group, a good strategy is to first review the details of the exercise to ensure all members have a mutual understanding. Suggesting alternative perspectives, restating the task in a different manner, or the use of analogies may help team members to fully comprehend the assignment. The sharing of related personal experiences may offer strategies or tips to completing the project. Also, it is crucial to regularly review the provisions of the assignment to make certain everyone is on track to fulfilling the objective. Projects are not intended to be completed in a single day, so it is essential to start putting forth effort early. As a group, deadlines need to be agreed upon to minimize procrastination. Set small achievable goals. Rather than having an ambiguous mindset to work on the project, by scheduling specific milestones, an absolute target can be created and strived toward. Encourage team members to provide status reports often. By observing the accomplishments of others, team members may be inspired to push harder to achieve their goals and, subsequently, the goals of the team.