Monthly Archives: August 2013

Thank you…

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As I reflect back on the support I recieved from my collegues these past 8 weeks I feel lucky. Many of you made comments or asked questions that helped me to think differently about situations that I experienced. Your questions and comments allowed me to reflect on my communication skills and change them if neccesary.
I hope that I did the same for you and that I helped you to think deeper about situations you have been in or needed encouragement with.
I wish you all the best of luck as you continue your education at Walden as well as in your future endeavors.

Thanks again!
Kristen

Team Development

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In the “adjourning” stage the project is coming to an end and the team members are moving off into different directions. This stage looks at the team from the perspective of the well-being of the team rather than from the perspective of managing a team through the original four stages of team growth.The team leader should ensure that there is time for the team to celebrate the success of the project and capture best practices for future use. (Or, if it was not a successful project – to evaluate what happened and capture lessons learned for future projects.) This also provides the team the opportunity to say good-bye to each other and wish each other luck as they pursue their next endeavor. It is likely that any group that reached Stage 4: Performing will keep in touch with each other as they have become a very close knit group and there will be sadness at separating and moving on to other projects independently (Abudi, 2010. NP).

My college cohort was difficult to leave. It was difficult to leave because we had such a strong connection with each other. Our entire group was a very positive and supportive group of people working together. We had positive communication with one-another as well as those who we communicated with outside of our intended cohort ie: teachers, etc.

I believe that high performing groups are the most difficult to leave because the groups that perform well often are the ones where relationships have been formed. You work well together and end up emotional when the group parts ways. My cohort was difficult to leave but we do keep in touch. Another group I found difficult to leave was the group of people I worked with for ten years in high school and college at the Outback Steakhouse. One of the closing rituals I have experienced in both of these groups was a celebration of the ending of it. We would go out, celebrate the time we shared together, talk, laugh , and then go our separate ways. I have also experienced “reunions” in such groups. Both my cohort and my special group of coworkers at the Outback have had random get-togethers so that we can see each other.

I imagine that adjourning from my group of collegues for grad school won’t be as difficult as other groups I have been a part of. I have taken several breaks between classes because my county of employment only reimburses for 3 classes per calendar year. Therefore I have not taken my classes with the same group of people throughout. Here and there I have had some of my classmates in other classes but not often. I also think this is different because although I communicate with my collegues through my discussions and blog posts, I have not formed actual relationships with many of my collegues as I normally would in a typical classroom setting.

This is an important stage in the team building process as it is a chance to reflect and celebrate your successes. And likewise, if the group was unsuccessful, it is a chance to reflect on why it didn’t work and what could be done to be more successful in the future.

Abudi, G. (2010). The five stages of team development: A case study. Retrieved from http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.html

Conflict

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I have had a conflict at work over the last few years with a coworker. I am actually one of many who have this issue with him and no one is really sure how to handle it. He is very controlling and wants to have his way. He will run to the principal to get whatever he wants (which he typically is successful at) and will also run to the principal with complaints or problems with other coworkers that get blown out of proportion in his favor. We are not able to discuss this with our principal because he defends him.

I believe that this is one of those conflicts that will never actually be resolved as his behaviors continue to be enabled by our principal but some of the ways that we as his coworkers can deal with it are as follows. Compromising with him about specific things would typically be a suggestion I would offer but he would just run to the principal and get his way despite any compromise that was attempted. I think the best way to handle his is the escapist strategy. Ideally he is getting what he wants with this strategy. But by letting him have it without any type of attempt not to let him have it, saves you from the conflict that will arise later when he runs to the principal and he gets what he wants anyway. This also saves you the conflict that may occur involving you and the principal because of him going to him to complain.

Does anyone have any suggestions on how this can be solved?