This document discusses improving the effectiveness of a project team. The team was experiencing delays, poor quality work, and lack of cohesion. After analyzing each member, the author developed a plan to: 1) Hold regular status meetings to improve communication, assign tasks, and discuss issues; 2) Split large tasks into parallel subtasks and assign parts to more and less experienced members; 3) Have accountability over milestones to stay on track and learn from each other. The goal is to build trust, increase accountability, and commit the team to shared goals.
This booklet covers Step 1 Capturing Information of the five-step documentation process (Step 1 – Capturing Information, Step 2 – Structuring Information, Step 3 – Presenting Information, Step 4 –Communicating Information, Step 5 – Storing and Maintaining Information). This booklet provides some basic tips, techniques, approaches and exercises for understanding and practicing how to capture information effectively.
This booklet covers Step 1 Capturing Information of the five-step documentation process (Step 1 – Capturing Information, Step 2 – Structuring Information, Step 3 – Presenting Information, Step 4 –Communicating Information, Step 5 – Storing and Maintaining Information). This booklet provides some basic tips, techniques, approaches and exercises for understanding and practicing how to capture information effectively.
Final Training Portfolio completed for Arizona State University. Created using a needs based assessment on an Arizona non-profit to create new training tools. Analyzed data and created a training program to aid in better prepared employees.
We started this Academic Writing Help in the year 2011.Writekraft Research & Publication: www.writekraft.com 1000s of students have graduated across the globe from our in-depth research.
We help students with the following services:
1. Thesis Writing (from 50 pages and above)
2. Dissertation writing
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Contact us at shivam.writekraft@gmail OR call us on +917753818181, +919838033084
The charges are fair and we allow negotiations as per the student’s budget. You can also inbox me for more direction.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "The Appraisal Interview", you'll learn how to prepare for, run, and follow up on every staff appraisal that you have to carry out with your team.
A lesson on Consumer Behavior basically used for lecture discussion at Holy Angel University undergraduate students of the School of Business and Accountancy.
Final Training Portfolio completed for Arizona State University. Created using a needs based assessment on an Arizona non-profit to create new training tools. Analyzed data and created a training program to aid in better prepared employees.
We started this Academic Writing Help in the year 2011.Writekraft Research & Publication: www.writekraft.com 1000s of students have graduated across the globe from our in-depth research.
We help students with the following services:
1. Thesis Writing (from 50 pages and above)
2. Dissertation writing
3. Research Writing for Publishing
4. Data Analysis
5. Research Proposal Writing
6. Study Plan
7. Plagiarism Report
Contact us at shivam.writekraft@gmail OR call us on +917753818181, +919838033084
The charges are fair and we allow negotiations as per the student’s budget. You can also inbox me for more direction.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "The Appraisal Interview", you'll learn how to prepare for, run, and follow up on every staff appraisal that you have to carry out with your team.
A lesson on Consumer Behavior basically used for lecture discussion at Holy Angel University undergraduate students of the School of Business and Accountancy.
Running Head Leadership Skills AnalysisSample.docxjeanettehully
Running Head: Leadership Skills Analysis
Sample Paper
Analyzing my Leadership Skills
In this analysis, I will state a few leadership skills that I consider attributes that I possess and often use while in a leadership roles. I will review times these skills have enabled my personal and team goals to be met and how they helped. I will also bring attention to my sub-par leadership skills that should be cultivated so my full leadership potential could be attained. I will also look at the negative effects of where my lacking of abilities thwarted my team from completing their tasks successfully.
Some of my most prolific leadership skills are my ability communicate with my team what needs to be done and what timeline we are anticipating. I try to be clear and concise when giving directions to a team. I try to break down tasking in to multiple smaller goals so they will be easier to understand and accomplish. I believe that this also will give the team multiple moments of fulfillment during the entire process. My mentors in the past have led me to believe that accomplishing small tasks will benefit them and allow them to experience the feeling of marking something off the list
I also tend to articulate my leadership styles in ways that fit well with my team members. This subject is spoken of in the class reading referring to the Path-Goal Leadership Theory (Path-Goal Leadership Theory, n.d.). If it is a technical subject and I know that some of my team members are not experienced in the subject matter, I relate the current task to other tasks that they have previously completed. The more that your team can relate to the subject matter the more prone they are to completing their assigned tasks.
I believe that corresponding with your team is of utmost importance. I try to use technology to my advantage to make the entire process easier. I prefer to talk face to face but if for some reason, I am not physically available during the day I will initiate a group text message or emails throughout the day. I have even made smaller Facebook groups for my teams to communicate through, send out meeting makers, or even group activities after working hours (Social Media for the New Social Leader, 2019). If for some reason, these avenues of communication are not accessible, I will have morning meetings to put out pertinent information.
I enjoy disseminating and receiving constructive criticism to and from my team. If they can give their thought on how to make a job easier the next time or even during the current evolution, I encourage them to speak up and let me know. If it were to be after the fact, we can get together as a team and discuss lessons learned. I feel that this is an important part, especially in during the debriefing process. Feedback is the only thing that will help you evolve as a leader and a team member.
There are things that I can improve on in order to evolve in to a better leader. It is important for a leader to know ...
A group is comprised of individuals who meet to discuss issues, problem solve, or to inform. A real team, however, is defined as people coming together for a common purpose, setting clear goals, and establishing priorities. The team leader and team members define roles for individual members, utilizing individual strengths and nurturing synergism (working together) to create a unified plan of action in order to achieve identified and measured results. Team members learn to depend and rely on other team members to demonstrate their talents and support the team.
A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals.
NETWORKING A KEY TO SUCCESSFUL TEAMWORKA. Consider the diff.docxgibbonshay
NETWORKING: A KEY TO SUCCESSFUL TEAMWORK
A. Consider the different teams presented in your reading assignment. How do the teams manage their team boundaries? What are the trade-offs between internal cohesion and external ties within each type of team? Support your discussion with at least two (2) external sources.
B. Consider the list of common roles for team members which of these roles do you think you play in your own team or group? Why?
Specific Instructions:
Read and respond to at least 3 of your classmates’ posts. See discussion/posting requirements.
Be sure to support your work with specific citations from this week's Learning Resources and any additional sources.
Read a selection of your colleagues' postings.
Respond to at least 3 of your colleagues' postings in one or more of the following ways:
• Ask a probing question, substantiated with additional background information, evidence or research.
• Share an insight from having read your colleagues' postings, synthesizing the information to provide new perspectives.
• Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library
• Validate an idea with your own experience and additional research.
• Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings.
• Expand on your colleagues' postings by providing additional insights or contrasting perspectives based on readings and evidence.
Return to this Discussion several times to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made.
Respond to class mate:
Class mate 1:
Part One:
Mindful helpful individuals are the gathering who achieve their endpoints by remaining indisputable after at all is left-hand of the suggestion ordinarily to prosperity and watchful nuances. Allocation helpful individuals are the gathering middles private pending the littler than anticipated that the minute that would be typical up to the presentation a remark meaning. It is a to around grade tied down and out a gathering that has top interior unflinching splendor. Around few subjects, individuals may not be held to wrinkle the arrangement wherever the chairman would then be an ability to necessarily pick chance individuals and administer to the distinctive arrangement sides rendering to the scope of capacities and information presentation pointers with the general population. The Advertising agreeable individuals the consideration amassing is the social event who directs proceeding with the substances and organizations conceivable by the business meaning. The general population from this gathering control the insufficient period improvements. By then the additional disapproving of for the most part depicts all together how the general population principal to tell with the additional collection of gathe.
Assignment 1Assessing Group Process 4 Group Project GoalsAs .docxdeanmtaylor1545
Assignment 1:
Assessing Group Process 4: Group Project Goals
As a clinical social worker, evaluating the effectiveness of clinical strategies is an expectation of the NASW Code of Ethics (2017). Sometimes, clinical strategies and techniques that are effective in one setting may not work in another situation. It is important to understand what works and what doesn’t.
Also, self-assessment is an integral part of becoming a clinical social worker.
Make sure each question is outlines with the questions below, with their own references and in-text citations, and in their own separate sections in the order below.:
· Describe the strategy (assigned in Week 7) you implemented in your Group Project (in attachments).
· Describe the process and the level of difficulty/comfort you found in doing this Assignment. (Assignment was hard due to team members being really busy and having time to communicate on the project)
· Explain how this strategy may or may not have empowered or supported the group.
· Describe the progress of the group in completing the project/goal. (Group came together at the end was able to bring all their drafts into a compilation for edit and have a finished project. (Final Project is in attachments)
· At this point, the literature review and the advantages and disadvantages should be complete.
Group Process Assignments should integrate course concepts related to group process. Assignments should demonstrate critical thought when applying course material to your group experience. Support ideas in your Assignment with APA citations from this week's required resource (in attachments).
Required Resource (In attachments). Every other reference should be from 2013-2019.
Proudlock, S., & Wellman, N. (2011).
Solution
-focused groups: The results look promising. Counselling Psychology Review, 26(3), 45–55.
Assignment 2:
Putting Social Advocacy Skills into Action
Writing a proposal that functions as a focus of change is a significant part of being a social worker/policy advocate. This is your opportunity to use your advocacy skills to change and improve the lives of others.
In this Assignment, you write a proposal for some form of social advocacy that will seek to change a social, organizational, or legislative policy. The proposal may also involve advocacy for the amelioration of a social problem. The purpose of this assignment is to thoughtfully and thoroughly plan how you will advocate changing a social problem or policy that is of interest to you.
The policy practice/advocacy can take whatever form you wish and can be on any level: agency, community, state, or federal. You will submit a prospectus (3–4 pages) that describes the problem that is being addressed and the expected advocacy activities.
By Day 7
Submit your assignment.
Make sure that each question below is outlined separately with their own in-text citation and references. Be specific when describing the social problem or policy you would like to change and address the .
Reflective Report
Student Number: 15833856
Module code: HR380
Content of Table
1. Introduction----------------------------------------------------------------------------------3
2. Reflective Report ---------------------------------------------------------------------------3
University experience -------------------------------------------------------------------------3
2.1 Group Report------------------------------------------------------------------------ 3-4
2.1 Extracurricular activity -----------------------------------------------------------5
3. Personal Analysis ---------------------------------------------------------------------------6
Personal Development Plan -----------------------------------------------------------6
4. Conclusion -----------------------------------------------------------------------------------7
5. Reference ------------------------------------------------------------------------------------8
1. Introduction
The aim of this reflective report is to develop a reflective statement concerning the previous experience, and develop a draft idea to assess self-ability in order to enhance future learning or future employability behaviours. The reflection statement is used to measure outputs and allow individuals to look back on their value (Watt et, al.,2001) Therefore, in this report I will demonstrate my university experience particularly “ Developing centre - Group work” and extracurricular activity. I will use both kinds of information to continue from the original learning context; there are two elements to consider in carrying out development areas; combining the elements from the break down experience, which suggests new insight, and finally through evaluation, the action of decision making will be made based on criteria or systematic judgement. (Bloom,1954) An experiential reflection will offer the opportunity to discuss personal context within practicum, as to do so allows an insight and perspective for professional personal growth (Monaghan et al. 2012) as the Kolb’s learning cycle (1984) will be adopted to encourage a high level of reflection approach. Furthermore, a personal development plan will be included in the appendix at the end of the report, which includes the overall competencies that I wish to work on from the past or those competencies that I am planning to work on in the future (Brown, 1995; McMullan et al., 2003; Redman, 1994; Seng and Seng, 1996; Smith and Tillema, 1998; Snadden et al., 1996).
2. Reflective Report
The reflective work is on certain experiences at university and the extracurricular role which demonstrate significant capability for professional competencies, which in order to gain better skills, overcomes conflict and improves future performance.
2.1 The university experience – Group work in developing centre
We did throwback group work on a dev.
EFFECTIVE SKILLS FOR TEAM BUILDING
Group Agreements
Learning Objectives
Definition
Resistance to Teams in Organizations
Team Development, Behaviors and Performance
Effective and Ineffective Teams
Team Decision Making and Consensus Building
Questions and Comments
Today’s Agenda
ALL IDEAS AND POINTS OF VIEW HAVE VALUE
You may hear something you do not agree with or you think is "silly" or "wrong." Please remember that one of the goals of this meeting is to share ideas. All ideas have value in this setting. Also share YOUR ideas and thoughts and avoid editorials of another colleague’s comments.
SAFE SPACE
What is shared and discussed with one another should “stay here” – apart from ideas and solutions that will help your own work and agency.
USE COMMON CONVERSATIONAL COURTESY
Please don't interrupt; use appropriate language, avoid third party/ side bar discussions, etc.
Group Agreements
HUMOR IS WELCOME
BUT humor should never be at someone else's expense.
HONOR TIME
We have an ambitious agenda, so it will be important to follow the time guidelines for the next two days.
CELL PHONE / TEXTING / E-MAIL COURTESY
Please turn cell phones, or any other communication item with an on/off switch to “silent. If you need to respond, kindly step outside
BE COMFORTABLE
Please feel free to take personal breaks as needed
ANY OTHERS AGREEMENTS TO ADD?
Group Agreements
To gain a greater understanding of how teams develop, behave and perform.To utilize this knowledge to develop high performing teams in centers and programs.
Learning Objective
TEAM BUILDING
Group: A collection of two or more interacting individuals with a stable pattern of relationships among them, who share common goals and who perceive themselves as being a group.
Essentials of a groupSocial interactionStable structureCommon interestsPerceive themselves as part of group
Team: A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.
This definition highlights the essentials of a team or in other words the team basics. Here the focus or emphasis is on three characteristics – small number, complementary skills and commitment. These are what basically differentiates a team from a group and makes a team something much more productive and result oriented than a group. We shall analyze them:Small number – five to ten peopleComplementary skills – appropriate balance or mix of skills and traitsCommitment to a common purpose and performance goals – specific performance goals are an integral part of the purpose.Commitment to a common approach – team members must agree on who will do a particular job & develop a common approach.Mutual accountability – at its core, team accountability is about the sincere promises we make to others & ourselves – commitment & trust.
DIFFERENCE BETWEEN A GROUP AND TEAM
GROUPStrong, clearly focus ...
FEEDBACK REPORT2Feedback from teacher The teacher said that .docxmglenn3
FEEDBACK REPORT 2
Feedback from teacher
The teacher said that in the text there are many words repeated we should avoid repetition of word I am 3rd year student (example I believe that , it is notable, room, This strength was measured through, ETC.. ) . as well as the point written down
The work should be more professional in order to get a first because what I received doesn’t look an assignment for 3rd year student many repetitions and sentences not connected, too many (.) and new sentence after, please everything should be connected otherwise I can’t get a first with this work impossible … AND PLEASE HAVE A LOOK AT THE MARK GRID FEEDBACK I POSTED TO SEE HOW THE WORK WILL BE GRADED AND CHECK THE COLLUMN THAT GIVE YOU THE GRADE OF 70+ THANKS …HERE YOU HAVE IN DETAIL THE AREAS TO DEVELOP …
THE WORK IS 15OO (NOT WITH REFERENCE AND TABLE ),WHAT I RECEIVED IS AROUND 1300..
· So…More relevant introduction about development Centre, employability agenda and feedback with REFERENCES not in first person (relevant definitions ). …. And at the end you introduce the competencies I was observing in Tom in the activities… 500 WORDS
· For the strength you should first introduce the competency with a reference then start talking about his performance … avoid this words (you should and you must ) you have to talk about what he performed In more details what he was doing etc (invent even if you don’t know )…. When you say how he should improve his score YOU HAVE TO be more detailed of how he can improve with example of that (for example using some website or videos or reading or practising online etc.and how that helps him ) not only one sentence AND DON’T USE THE SAME SENTENCE IN DIFFERENTE COMPETENCIES . DON’T BE JUDGEMENTAL PLEASE …SAYING THAT HE DID THIS NOT GOOD but in a god way … Highly appropriate and relevant examples without exception including detailed actual examples and excellent suggestions for improvement
And this is same for all strength and weaknesses … start saying competency (leader ship or problem solving or teamwork or communication for example is …. (reference) then how he performed in details and then how he has to improve also in details not only one sentence, with example and how that helps him . That’s means Highly appropriate and relevant examples without exception including detailed actual examples and excellent suggestions for improvement.
THE WEAKNESSES PART THE AREA OF DEVELOPMENT SHOULD BE MORE LIKE BECAUSE I GAVE HIM 2.5 so more things to develop
Conclusion :
· Then you put a conclusion. how development Centre helps?. What do you think about the development center in general? and the competencies we were looking at ?, and how helpful is for our future career? and how we can improve our skills (general )…
.Compelling conclusions with excellent links made to the personal development plan · Then the table of development plan should be more detailed In this table you should put all the aims that Tom shou.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
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Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
1. Application Of Organizational Behavior At Group/Team Level
Assignment # 2
By
Ashis R Nayak
10/11/2014
Course: Weekend MBA BMGT 513 Organizational Behavior
By
Paul Thurston
This assignment is to apply the organizational behavior concepts learned to improve effectiveness, efficiency and/or engagement at the Group/Team level. The Situation described below is related to my real experience. To hide identity of the characters the name has been changed.
2. 2
Contents
Introduction: ............................................................................................................................................... 3
Back-story: .............................................................................................................................................. 3
5 Dysfunctions of a Team*1 .................................................................................................................... 3
Team Analysis ......................................................................................................................................... 3
Challenge: ................................................................................................................................................... 5
Figure -1 *2 .............................................................................................................................................. 5
Planning to build an effective team: ........................................................................................................... 5
Productive Team communication: .......................................................................................................... 5
Shake it up and couple it up .................................................................................................................... 6
Leading By Example *4 ............................................................................................................................. 6
Reward .................................................................................................................................................... 7
Celebrate with Team ............................................................................................................................... 8
Feedback Section ........................................................................................................................................ 9
Reviewer#1 ............................................................................................................................................. 9
Reviewer#2 ........................................................................................................................................... 10
Conclusion Section .................................................................................................................................... 11
Evaluation Section .................................................................................................................................... 12
3. 3
Introduction:
Back-story:
I joined a new organization couple of month before, in new team, in a traditional IT Project where first phase of development completed and working on further phase of development under a fresh management team change. This team is not as huge team as compared to the other modules of the project. The team is a mix of few experienced and few mid level experienced members. After my on boarding process, I found myself alone, even there was no proper welcome to the team expect few name on few emails, missing faces. I do not find the team is working as team anywhere. The decisions are getting delayed. The back log of defects is not in control, which is blocking the further development phase in time. There are so many work- around and incidents to cover the defects, also the backlog count of these types of requests are huge. This indicates the quality of the product is poor. After a couple of months of close observation and assessment of team I figure out the team need improvement to perform more effectively and efficiently.
5 Dysfunctions of a Team*1
In couple of month I have observed below symptoms in the team, which has resulted in increasing backlog and the bottleneck of the poor quality of deliverable.
Observed Symptoms:
Hesitate to ask for help or provide constructive feedback
Hesitate to offer help outside their own boundaries
Ignore controversial topics that are crucial for team success
Create environments where back-channel politics and personal attacks thrives
Create ambiguity among team about direction and priorities
Watches windows of opportunity close due to excessive analysis and unnecessary delay
Breed lack of confidence and fear of failure
Revisit discussion and decision again and again
Misses deadlines and key deliverables
Encourage Mediocrity
Team Analysis
Out of 6 members of the team everyone has equally important role and everyone is technically well sounded.
First member “S.T” (do not want to reveal identity), oldest member in the team, have depth knowledge of that application, as he is involved in the system from day one of the project, technically well sounded. He is the key player in the team. He holds a good repo with client because of his technical ability and extrovert nature.
*1: “The Five Dysfunctions of a team” by Patrick Lencioni
4. 4
The other side of his personality described as irresponsible, never show up in the meeting in time, spent most of the time outside at smoking zone, greedy towards power and because of insecurity towards his position he never want to share the knowledge. He could not able to delegate the responsibilities even when chances were give to lead the team in past.
Second member “O.P”, he is technically equally as good as S.T and joined couple months after “S.T” joined both have equal experience in IT industry , helpful in nature.
He won’t open up as he was been ignored in past because of his introvert nature. He often opens up during meetings. He is well reachable individually.
Third member “A.C “, she is a certified business analyst, honest towards her job, but she thinks her stakeholders are at only client side and she need not required to sync up with the team only the dry document is her area of responsibility and rarely discuss further with the development lead or developers for feasibility.
Fourth Member M.R, he is a dedicated, skilled technical developer with couple of years of experience. He always waits for the experience member’s direction without much concern if everything is documented well. He lost the interest in creativity as he was never included in the design and solution level discussion.
Fifth Member “S.R”, he also has same experience as “M.R”, as there is no clear direction and involvement his absenteeism is quite high and it seems, he is a good example of social loafing. He try to push as much as his work piggy-backing through “M.R”.
Sixth Member “P.S”, she is a dedicated tester for the application development with a good track record from previous projects, but reluctant to communicate in team for the issues but spare most of the time in gossip, least attentive during meetings.
Other than this I felt there is no platform to share the idea or personal emotion in between the team members which is an obvious reason for low cohesiveness in the team members.
5. 5
Challenge:
To build an effective team by building trust in between team members, increasing accountability, and
buy-in commitment to achieve a common goal
Figure -1 *2
Planning to build an effective team:
Productive Team communication: *3
As I have mentioned earlier there is no communication or common platform to share the conflicts or
issues or emotions between the team members. I am thinking of conducting a regular status meeting or
team meeting with team members. I believe this is critical to have similar meeting in place because this
not only give the status of the task but also give an insight of risks and issues. And tracking the milestone
and making specific member responsible or accountable for the task, and re-reviewing the tasks in further
meetings give a team to perform towards specific goal. These meetings also give a healthy environment to
discuss the healthy conflicts and transparency to the communication.
*2: “The Five Dysfunctions of a team” by Patrick Lencioni
*3: PM Network September 2014 page 20 “Voices | In the Trenches – The Four P’s” by Yael Cohen, PMP
6. 6
I believe in this type of meeting because in past experience when I was managing a agile project the standup call every morning used to provide a clear direction towards the rest of the day’s goal and a assessment of the previous day task, as the goal was clear for the day the enthusiasm of the team was at peak and team was striving to finish the task.
Shake it up and couple it up
I have tried this option most of the time whenever I got a project in between to gain the most productivity. Let me explain what this is , revisit the task, discuss with the team if this task can be split into further sub task level and if the sub task can go parallel. Share the task between team, assign the one part of the same task to one experienced individual and other parts into less experienced persons, give a timeline to complete the entire task and give accountability to one of them so this way the person who is accountable will try to finish the task within the timeline and in the same time there less experience members will interact and learn the things during the job. If the team is huge it is essential to do so but in a small team also this is an effective way to build the team and manage the milestones/task. This also helps in reducing any social loafing as this gives a clear bifurcation of each individual’s task.
To make the environment more challenging and interesting, and varied, it is better to cross train the team during the job and break the team and shuffle the roles responsibility also give a better bonding between the team. This also give a person independent capability in a team. This also minimizes the personal level ego and more professional cohesive environment.
Leading By Example *4
This is a really best way to gain the trust of the team members, until I show the trust towards my team members they will not going to accept me as part of their team. Until I am sincere towards the job I
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cannot ask them to be sincere. I remember an experience when I was working on an offshore-onsite model and there was a critical deliverable to go, it was at opposite time zone, I responded the offshore during my night time until we arrive at a common feasible solution, it was almost entire night I spent with them then after a small nap I woke up found my team still working on executing the solution. After couple of hours of negotiation I could able to buy-in some more time from client but when I asked the offshore team that they can leave for the day and can finish tomorrow during their work hours they replied if you can spent with us sleepless night, why cannot we. This was not the end they finished before the expected hours and supported me during entire phase of project.
I believe this will certainly work in this situation as well.
Reward
The team and individual reward should be pushed by the manager to keep motivating the team and individuals. This also gives a competitive environment to the team or individual to give his/her best towards the goal. I have experienced when there is reward set for any such intra team competition the team members work more closely to achieve the goal.
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Celebrate with Team:
A bi-weekly or monthly get-together or Friday lunch is a good idea for teambuilding. During such celebration a play time with small group also helps build the team and improve interaction between the team members.
Any successful phase gate or successful completion of the project milestone should be celebrated to keep motivating the team5.
Celebration of the anniversary or the birth day of team members increases the emotional bonding between the team.
*4: http://www.mindtools.com/
*5: PMP Exam Prep Book by Rita Mulcahy
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Feedback Section
Reviewer#1
Reviewer Name: Om
Role in the Project: Senior Developer
Feedback:
Work satisfaction for each team member is very important ingredient for an effective team.
This is a complex IT project where people dependency is high, with lots of scope for process for improvement especially in building effective team.
The size of this project and timeline is not suitable to apply agile methodology.
I would say celebrate with team definitely boost each team member confidence and motivate to work towards achieving team goal.
Most of the time IT development team member fails to understands the important business scenarios of the project. Team member who joins the project at later phase usually lags behind to gain required business knowledge and end up feeling inferiority complex. We need to change our team induction program in such a way that each team member has enough business process knowledge along with underlying project design.
Due to complex nature of this project individual reward won’t work. Instead rewards for team definitely boost the team morale and confidence.
We should motivate team member to adopt culture to help each other and celebrate the team success rather than individual success.
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Reviewer#2
Reviewer Name: Vivek Gupta
Comments:
I agree that team meeting could be very good first step in filling communication gap between team member and building trust. This also facilitates team members having more visibility to other team members work/overall team work. This way team member feels part of team and they also become committed.
Team building exercises could be additional step toward reaching the same goal. Reward could be also one of the factor in motivating team member, but I think recognition from management/peer would equally motivate team members and also make them more committed toward the project. Both rewards and recognition should happen on regular basis and not limit to formal reviews only.
Apart, I would like to add, give individuals ownership of tasks to make them accountable, responsible and gives them feeling that they are part of team and they are also contributing toward the project goal.
And last, there should be respect of the team members for each other and for the team regardless of year of experience (fresher’s or orders) and this can be easily done by showing everybody works equally significant to the project.
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Conclusion Section
I respect the true feedback from Om and Vivek. I am agree with Om that this is not the time to apply agile methodologies in the middle of the project, but I was intended to say the meetings or communication process which I have learned during some of my agile project was a better example of the clear and effective communication towards the transparancy and the clear direction for team members to achive the goal. I also believe the clear direction towards task or goal will increase the team efficacy and will raise positive synergy in the team to work in a colabrative manner.
I understand the work satisfaction for the each individual in a team which actually galavnize the productivity, to address the issue I have planned the steps in my section above “Shake it up and couple it up” . This will improve the self-actualization*6 of each team member and will motivate them to achive the common goal more effectively.
I also believe vivek’s idea of the team involvement is a great one which I have emphasized in the above section of “Shake it up and couple it up” , not only the task ownership but also the decision making or any change impacting the team at any point should have individual’s involvement to get the buy-in as well as achieving the goal with a collabrative effort.
Team building is a progressive elaborative process and can not be achive with one or two team building sessions, I have to keep on working with the team through out the project. I believe untill I feel like I am a part of the team I have to keep trying to gather the team members to achive the common goal.
*6: Maslow's hierarchy of needs