Description
Plan your team exercise and write a team development plan for your second session. Your exercise for this session should be based on one of the following two disciplines identified by Senge:
- Team learning.
- Systems thinking.
Facilitate the second team development session, addressing the following:
- Define the remaining two disciplines: team learning and systems thinking.
- Explain the learning discipline you have chosen and why it is important.
- Explain how you will use the organizational team development material (the exercise) during the session.
- Briefly introduce the problem or issue the team will work through, using the exercise.
- While conducting the exercise, take copious notes. Record the session, if possible.
Directions
Write a post-session summary based on the completed experience. Include the following:
- Explain the two learning disciplines that you examined for this assessment: team learning and systems thinking.
- Team exercise plan:
- Outline the schedule for your second team development session. Include the job titles or roles of the team members participating in the session. List the scheduled meeting date and time.
- Describe the problem or issue you chose as the intended purpose for your team development session.
- Identify the learning discipline that you chose to focus on for your team exercise. Explain the process used to select that learning discipline, the rationale for its selection, and the team development exercise that you used with your team.
- Post-session summary:
- Describe your team development experience in a narrative format.
- Explain the successful and unsuccessful aspects of the team development exercise.
- Explain the lessons learned for team facilitation, including both planned and unplanned journeys that resulted.
- Explain the lessons learned for your chosen discipline, and its potential for helping a group examine itself, choose new direction, and commit to that direction.
1
TEAM DEVELOPMENT
Team Development
Sherita Smith
Capella University
BUS_FP_4802
2
TEAM DEVELOPMENT
Change Management
Change management refers to the practice that guides people on how to prepare, equip
themselves, and offer support to others in the adoption of changes within an organization.
Changes are unique, and different individuals within an organizational setting perceive them in
different ways (Cameron & Green, 2015). Change management, therefore, is structured to
provide employees with a transparent approach that supports their activities as well as helping
the company move from its current state to a future state.
The principle of change management includes; One, rising to the occasion where the
administration is required to shape the attitude of the employees towards change. It takes the
form of improving their communication as well as the use of incentive programs to encourage its
adoption. In having changes effected, the management plays the most significant role, where in
this case, they need to create a driving force towards the organizational culture. It is through their
effort that they get to make the roles initiated to become successful. Secondly, the recasting of
the project manager role is a principle that governs change management. The manager’s role
keeps evolving, and by modifying their core skills, it makes them more functional within the
organization.
Routine is boring, and by creating new responsibilities for the project managers, it works
to improve on their delivery. It thus allows the managers to take part in rallying for change by
taking employees through the new technology. It also works to create an understanding that
boosts business outcomes. Three, fostering a changing culture is a principle that is essential in
change management. By the companies supporting changes, they can succeed in making them
useful. The organization here needs to come up with a mindset that will be useful in expanding
the ideas the company has and having them embraced by the employees.
3
TEAM DEVELOPMENT
Learning Disciplines
Personal mastery is crucial in team development as it helps in building the team.
Leaders, through own knowledge, get to be clear on their values and their personal goals. It is
through understanding their visions that they get to commit themselves to their team and work
towards inspiring the members. By being well familiarized with their visions, they can come up
with conversations that handle issues that affect the team. And through revealing their values and
visions to the member of the team, they get to earn trust from them.
Mental models, on the other hand, refer to the beliefs and the assumptions that govern a
group and how they perceive things around them. The mental talk models are considered to be
unconscious, but they work well in influencing decisions and actions (Gentner & Stevens, 2014).
They also take part in influencing a speech whereby, when used in a team; it helps the members
in getting to understand the kind of language to use. It also helps in guiding them on how to
operate in a much more integrated and open way.
A shared vision is also crucial in team development as it creates shared meaning. It is
through shared meaning that the members of the team get to feel that they have a collective
entity, and they are part of the group. The shared vision thus gives them the power to determine
their destiny. The team is here allowed to decide on what they feel is essential for them, thereby
getting to propel into their future just by the kind of image they hold. It is, therefore, the role of
the leaders to create a shared vision to bring other members of the team into sharing the view and
objectives of the group.
Organization of the Team
The team needs to have a hierarchy which will facilitate the processing of information to
achieve its goals. By coming up with an effective structure, the team will be able to work
4
TEAM DEVELOPMENT
effectively and help each team member get to understand their roles within the group. Through
creating a common understanding in the team, productivity will as well be enhanced and built in
the team. A team leader will be elected to play the role of being the decision maker in the
activities of the team. Specialties will also be given concern as every team member will make
use of it in achieving the objectives (Woodcock, 2017). Use of quality controls will also be
useful in ensuring that the team generates quality output. To remain active, conflict resolution
techniques will be equally internalized to prevent the productivity of the members from being
affected. The team will focus on the non-profit organization sector and involve the employees of
the firm.
Team Exercise Plan
Team Development Session
Volunteerism will be part of the exercise as it will allow the staff members to work with
the business. It will be done on-site, where fundraising will be implemented within the plan. The
members will also be provided with off-site activities to involve them in charity activities. It will
act to encourage team bonding and also serve to provide resources for the community (Harrison
& Lock, 2017). Through volunteerism as well; there will be high-quality recruits through having
positive community attention. The roles will be divided equitably among the team members
without leaving anyone aside to meet the goals of the team. The meeting will be held on the 3rd
of June 2019 from 9.00a.m. to 10:00 am
Problem to be addressed
Non-Governmental organizations face difficulties in acquiring funds. Therefore, the team
will be determined together with the members of the organization in trying to raise funds for the
organization. The session, therefore, will focus on how to raise funds that will serve in meeting
5
TEAM DEVELOPMENT
the objectives of the organization. Considering that the organization faces challenges in getting
donors, it will be crucial for the team to evaluate how they will reach out to the community and
organize fundraising to facilitate the raising of the funds. The team development will, therefore,
work on establishing how funds will be raised for the organization.
Learning Discipline
A shared vision will be useful in a team exercise. It is preferable in the team’s activities
considering that the team will work under a shared meaning, by trying to seek ways of raising
funds for the non-profit organization. It will have the team members believing that they are part
of the community and motivate them to participate in it. A shared vision will also help the
members come up with a decision on how to focus on the critical aspect, which in this case is
raising funds (Roueche, 2014). The shared vision is chosen by the team considering the problem
being addressed and the organization that the team will be working with. The non-profit
organization works in serving the wellbeing of the community, which calls upon the involvement
of the team, employees, and the community in meeting the goals. By having a common purpose
which can be acquired through the shared vision, the team will manage to meet its goals.
Post-Session Summary
Experience of Team Development
The team development process was useful as it helped me understand the importance of
increased collaboration. Through accessing the employees of the organization and the team
members, I got a chance to unite and exchange different ideas and opinions. The experience also
helped me understand the importance of proper planning and effective decision making. It is
through proper planning that the team would manage to accomplish the objective, thereby
making time management a critical aspect. The experience also enabled me to witness how
TEAM DEVELOPMENT
6
improved productivity can be achieved in working with a team. By use of policies, processes,
and procedures, the development process enabled me to become more effective in my task
performance.
Aspects of the Team Development Exercise
The team development exercise was successful in getting to unite people and bringing
them together. Productivity was equally promoted as it helped in getting to work on the problem
and addressing the issue as a group. The motivation was also increased as the culture of the
organization was encouraged through the team’s activity. The collaboration was also increased,
considering that the team required involving different people to achieve its objective. The
unsuccessful aspect of the team’s development was that we could not manage to get donors to
fund the organization fully.
Lessons Learned from Team Facilitation
Team facilitation taught me that there are problems in the community that need to be
addressed. Being the solid reason why the team was formed in the first place, it taught me that as
a leader needs to make good use of the skills of leadership and make actions happen. One of the
crucial skills in leadership is the facilitation skills in a team which function to direct and guide
the activities of the members. The development of the team was fostered with the skills which
helped in organizing the meeting and having all the planned activities run effectively.
Lessons Learned from the chosen Discipline
Under a shared vision, I learned that it is vital to understand what a group wants to create
together. Shaping up the vision of the group helps in building commitments and understanding in
the team. Equally, it also serves to unleash people’s potentials, hopes, and aspirations. A shared
vision, therefore, helped the group understand its focus and encouraging agreement. This
TEAM DEVELOPMENT
7
outcome led to improved targets. It as well helped the team establish improvement strategies and
how to approach the goals in the future.
8
TEAM DEVELOPMENT
References
Cameron, E., & Green, M., (2015). Making sense of change management: A complete guide to
the models, tools, and techniques of organizational change. Kogan Page Publishers
Gentner, D., & Stevens, A. L. (Eds.). (2014). Mental models. Psychology Press.
Harrison, F., & Lock, D., (2017). Advanced project management: a structured approach.
Routledge.
Roueche, J. E., Baker III, G. A., & Rose, R. R. (2014). Shared vision: Transformational
leadership in American community colleges. Rowman & Littlefield.
Woodcock, M., (2017). Team development manual. Routledge.
Purchase answer to see full
attachment
TEAM DEVELOPMENT
Team Development
Sherita Smith
Capella University
BUS_FP_4802
2
TEAM DEVELOPMENT
Change Management
Change management refers to the practice that guides people on how to prepare, equip
themselves, and offer support to others in the adoption of changes within an organization.
Changes are unique, and different individuals within an organizational setting perceive them in
different ways (Cameron & Green, 2015). Change management, therefore, is structured to
provide employees with a transparent approach that supports their activities as well as helping
the company move from its current state to a future state.
The principle of change management includes; One, rising to the occasion where the
administration is required to shape the attitude of the employees towards change. It takes the
form of improving their communication as well as the use of incentive programs to encourage its
adoption. In having changes effected, the management plays the most significant role, where in
this case, they need to create a driving force towards the organizational culture. It is through their
effort that they get to make the roles initiated to become successful. Secondly, the recasting of
the project manager role is a principle that governs change management. The manager’s role
keeps evolving, and by modifying their core skills, it makes them more functional within the
organization.
Routine is boring, and by creating new responsibilities for the project managers, it works
to improve on their delivery. It thus allows the managers to take part in rallying for change by
taking employees through the new technology. It also works to create an understanding that
boosts business outcomes. Three, fostering a changing culture is a principle that is essential in
change management. By the companies supporting changes, they can succeed in making them
useful. The organization here needs to come up with a mindset that will be useful in expanding
the ideas the company has and having them embraced by the employees.
3
TEAM DEVELOPMENT
Learning Disciplines
Personal mastery is crucial in team development as it helps in building the team.
Leaders, through own knowledge, get to be clear on their values and their personal goals. It is
through understanding their visions that they get to commit themselves to their team and work
towards inspiring the members. By being well familiarized with their visions, they can come up
with conversations that handle issues that affect the team. And through revealing their values and
visions to the member of the team, they get to earn trust from them.
Mental models, on the other hand, refer to the beliefs and the assumptions that govern a
group and how they perceive things around them. The mental talk models are considered to be
unconscious, but they work well in influencing decisions and actions (Gentner & Stevens, 2014).
They also take part in influencing a speech whereby, when used in a team; it helps the members
in getting to understand the kind of language to use. It also helps in guiding them on how to
operate in a much more integrated and open way.
A shared vision is also crucial in team development as it creates shared meaning. It is
through shared meaning that the members of the team get to feel that they have a collective
entity, and they are part of the group. The shared vision thus gives them the power to determine
their destiny. The team is here allowed to decide on what they feel is essential for them, thereby
getting to propel into their future just by the kind of image they hold. It is, therefore, the role of
the leaders to create a shared vision to bring other members of the team into sharing the view and
objectives of the group.
Organization of the Team
The team needs to have a hierarchy which will facilitate the processing of information to
achieve its goals. By coming up with an effective structure, the team will be able to work
4
TEAM DEVELOPMENT
effectively and help each team member get to understand their roles within the group. Through
creating a common understanding in the team, productivity will as well be enhanced and built in
the team. A team leader will be elected to play the role of being the decision maker in the
activities of the team. Specialties will also be given concern as every team member will make
use of it in achieving the objectives (Woodcock, 2017). Use of quality controls will also be
useful in ensuring that the team generates quality output. To remain active, conflict resolution
techniques will be equally internalized to prevent the productivity of the members from being
affected. The team will focus on the non-profit organization sector and involve the employees of
the firm.
Team Exercise Plan
Team Development Session
Volunteerism will be part of the exercise as it will allow the staff members to work with
the business. It will be done on-site, where fundraising will be implemented within the plan. The
members will also be provided with off-site activities to involve them in charity activities. It will
act to encourage team bonding and also serve to provide resources for the community (Harrison
& Lock, 2017). Through volunteerism as well; there will be high-quality recruits through having
positive community attention. The roles will be divided equitably among the team members
without leaving anyone aside to meet the goals of the team. The meeting will be held on the 3rd
of June 2019 from 9.00a.m. to 10:00 am
Problem to be addressed
Non-Governmental organizations face difficulties in acquiring funds. Therefore, the team
will be determined together with the members of the organization in trying to raise funds for the
organization. The session, therefore, will focus on how to raise funds that will serve in meeting
5
TEAM DEVELOPMENT
the objectives of the organization. Considering that the organization faces challenges in getting
donors, it will be crucial for the team to evaluate how they will reach out to the community and
organize fundraising to facilitate the raising of the funds. The team development will, therefore,
work on establishing how funds will be raised for the organization.
Learning Discipline
A shared vision will be useful in a team exercise. It is preferable in the team’s activities
considering that the team will work under a shared meaning, by trying to seek ways of raising
funds for the non-profit organization. It will have the team members believing that they are part
of the community and motivate them to participate in it. A shared vision will also help the
members come up with a decision on how to focus on the critical aspect, which in this case is
raising funds (Roueche, 2014). The shared vision is chosen by the team considering the problem
being addressed and the organization that the team will be working with. The non-profit
organization works in serving the wellbeing of the community, which calls upon the involvement
of the team, employees, and the community in meeting the goals. By having a common purpose
which can be acquired through the shared vision, the team will manage to meet its goals.
Post-Session Summary
Experience of Team Development
The team development process was useful as it helped me understand the importance of
increased collaboration. Through accessing the employees of the organization and the team
members, I got a chance to unite and exchange different ideas and opinions. The experience also
helped me understand the importance of proper planning and effective decision making. It is
through proper planning that the team would manage to accomplish the objective, thereby
making time management a critical aspect. The experience also enabled me to witness how
TEAM DEVELOPMENT
6
improved productivity can be achieved in working with a team. By use of policies, processes,
and procedures, the development process enabled me to become more effective in my task
performance.
Aspects of the Team Development Exercise
The team development exercise was successful in getting to unite people and bringing
them together. Productivity was equally promoted as it helped in getting to work on the problem
and addressing the issue as a group. The motivation was also increased as the culture of the
organization was encouraged through the team’s activity. The collaboration was also increased,
considering that the team required involving different people to achieve its objective. The
unsuccessful aspect of the team’s development was that we could not manage to get donors to
fund the organization fully.
Lessons Learned from Team Facilitation
Team facilitation taught me that there are problems in the community that need to be
addressed. Being the solid reason why the team was formed in the first place, it taught me that as
a leader needs to make good use of the skills of leadership and make actions happen. One of the
crucial skills in leadership is the facilitation skills in a team which function to direct and guide
the activities of the members. The development of the team was fostered with the skills which
helped in organizing the meeting and having all the planned activities run effectively.
Lessons Learned from the chosen Discipline
Under a shared vision, I learned that it is vital to understand what a group wants to create
together. Shaping up the vision of the group helps in building commitments and understanding in
the team. Equally, it also serves to unleash people’s potentials, hopes, and aspirations. A shared
vision, therefore, helped the group understand its focus and encouraging agreement. This
TEAM DEVELOPMENT
7
outcome led to improved targets. It as well helped the team establish improvement strategies and
how to approach the goals in the future.
8
TEAM DEVELOPMENT
References
Cameron, E., & Green, M., (2015). Making sense of change management: A complete guide to
the models, tools, and techniques of organizational change. Kogan Page Publishers
Gentner, D., & Stevens, A. L. (Eds.). (2014). Mental models. Psychology Press.
Harrison, F., & Lock, D., (2017). Advanced project management: a structured approach.
Routledge.
Roueche, J. E., Baker III, G. A., & Rose, R. R. (2014). Shared vision: Transformational
leadership in American community colleges. Rowman & Littlefield.
Woodcock, M., (2017). Team development manual. Routledge.
Purchase answer to see full
attachment
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