Read and respond to the three posts of Reflection/Critical Evaluation of Your Learning Outcomes discussion

by Harshali Fegde 

We have all worked in teams in educational as well as professional capacity. But by taking up this course, I got to learn the stages of team development. In my six years of global work experience, I did not get the opportunity to focus on understanding what is the step-by-step process for a team development (Beever,2019).

In my current job, I am responsible to transition my team under a new vice president and a manager with new team members. I believe understanding the stages of team development will help me apply my theoretical knowledge in practice. The different stages of team development highlight the goals and purposes that needs to be fulfilled while going through the team development in the given timeframe. Team development framework will allow me to understand the behavioral patterns of team members in the different stages of our transition and allocate the tasks according to the subject matter expertise of a team member. As a leader I would be able to gauge the team member’s commitment to perform on going evaluation for this transition. Team’s effectiveness will be measured by the reflection of the work performed by the employees in every stage of team development which will eventually increase the productivity of the team.

As a leader the first step I would take is to give an intro meeting to the supervisors on how I plan to implement this transition. A meeting with team members will allow me to gauge the skillset of the new team members to prepare an effective training plan. This will allow me to build a project outcome plan for the given period to train and implement this transition effectively.

Another concept, that I believe would be very helpful to me is getting to know the team dynamics. Since, this transition is combing two different teams of the same process, Understanding the dynamics of the new team will allow me to get a broader view of the personalities I will be working with which in turn will make the interaction between the two teams smoother (Raghupathy, 2014).

 

References:

Gavin Beever, (2019). Forming, Storming, Norming and Performing – Tuckman’s Model of Group Development, Agrifutures, Australia.

Raghupathy, S. (2014). Leadership and team dynamics in the new millennium. PMI® Global Congress, Project Management Institute.