Advocacy Project

Advocacy Project

Teamwork Experience.

When people work in teams, it is expected to execute the given task effectively within the shortest time possible. However, this wasn’t the case when it came to handling how jobs. The size of our time was the major setback that we didn’t account for, and my team was made up of fifteen members. The size of our time made it difficult to coordinate and communicate effectively. which costs us a reasonable amount of time that we would have used to complete our task as soon as possible. These challenges made us develop mitigation programs that we thought would have been successful. Since effective communication was one of the problems, we chose to communicate online in making plans. The second step is that we decided to rent a booth, which will be our study place to complete the task. Each of these strategies turned out to be a big miscalculation. The online communication mode where we chose to use email was a significant failure, this because each member of the group could see the notification of the message at different time. It felt like it was challenging to finish the task at the right time while at the same time prepare for the exams.

The problem arose from the fact that we were focused on finishing the task that we didn’t realize how important working together was. For any team to be capable, it has to have a captivating direction, supportive background, and robust arrangement. These three elements were effective since with that large number of group members, there was much more diversity, we grew more dispersed, and our dynamics differed from one person to another. All these elements made collaboration more complicated and which determine our success. Starting by having compelling direction, teams are mostly driven when they have a set goal to achieve (Haas&Mortensen, 2016). The purposes had to be challenging, which would have inspired them as we would have a clear view of what we’re working toward. Stricture of the process that we were using to finish the task had to be reliable. It turned out that it was vital to have optimally designed the process that we would use to complete the task..

As a team, we didn’t acknowledge the fact that each one of us had weaknesses that can be exposed when working in a group. If we had realized, then a team leader would have been selected to spearhead the whole process. To promote a shared mindset, the team leader would have fostered a shared and mutual identity and understanding among the members of the team. Evaluation of team progress is vital in providing the team with a clear picture of the steps they have taken forward and determining areas that need improvement. Having a collaborative leader is what any team member would have loved. However, for our case, since we were young, and no one had leadership experience, our leader had to be bossy, that is, to tell team members what to do precisely.

When it came to the timeline linking to the class discussion, we all had to follow the direction that was set by our plan. We had a program in which time was set for everything, and we had time to share our ideas, time to engage in our task, and time for study. To create more time for discussion in preparation for the exam, we divide our team members into small groups that had to collect money in their free time, which took place in shifts. Again it was for our best interest when we decided to supply foods through school food banks as it was time-saving since we were able to serve many students at the same time. Despite the challenges that we faced, we adapted along the way and succeeded in our task.

Personal experience in teamwork.

At the start, the experience was quite unsettling and unenjoyable. However, along with the process, things started to get interesting. I think this is from the fact that along the way, we began to know each other better and communicate more effectively. The bond between us grew as we started to spend more time together and acknowledge the different skills and talents that each group member had. In our free time, we decided to have a fan, which increased our engagement that later facilitated team collaboration. Surprisingly, it was my first time to have failed and got congratulated. It then came to my attention that when a member of the do something, and he/she is scolded, they turn out to be afraid to communicate when they do something wrong (Haas&Mortensen, 2016). This makes it hard for them to seek help when they are stuck or have done something wrong. I found it enlightening that there is much to be learned in failure, and it is ok to fail or make mistakes as long as you learn from the mistakes. I think that is why when it comes to the management of the organization, managers and supervisors must urge employees to seek their help or co-workers when they are struggling to get a given task done. As a result, new teams that are effective in job delivery are developed.

During the genesis of teamwork, I considered the large size of our team to be a problem, but it later turns out to be a solution. The largeness of our group gave birth to a greater variety of abilities and understanding. As much as fifteen members provided a range of expertise and skills necessary for, we had to partition the group into sub-groups for the active participation of all members (Winsborough & Premuzic, 2017). This made the experience more entertaining and a learning place. I was able to learn and acquire new skills from my teammates. In three sub-groups of five members each, we were able to talk about multiple tasks at ago, and in no time, we had finished our job. I also realized how important communication is essential when it comes to task completion. The big size of our group, each member, had unique capabilities, and by listening to the idea of each one, we were able to finish our task as soon as we could anticipate. I have to confess working in a team is much more enjoyable and adventurous than working alone when all things necessary are accounted for entirely.

Meaningful Lessons Learned.

Along the process of this project, there are several valuable lessons that I have learned. For a start as the conception of sufficient communication turn out to be different from what I have always believed. Although online discussion is considered to be convenient, it doesn’t mean it is useful in fulfilling its intended purpose. For instance, online communication isn’t time conscience, since people will see the same message at different time, some may see it immediately and other late, making them act at different times. This limitation of online communication reintroduced me to the importance of face to face communication when matters of the agency have to have discoursed. The selection of discursion time also turned out to be necessary, it is when people are not free that their mind is open and ready to share their opinion openly. It was when everyone was free that we were able to gather methods of every member to make our operation successful.

Also, I leaned the size of the group doesn’t matter; what matters is how to utilize the waist and bring the best out of the team. We were able to divide the task into three partitions, each task being handled by a group of five members (Winsborough & Premuzic, 2017). And we decide to use online communication when we were resting after doing a time-lined task. Besides, I leaned having a team also needs to have a group leader and based on the nature of the task and setting. They can either be bossy or collaborative; for our case, he had to be bossy at the beginning until every team member knew his duty and role within the group. From there henceforth, he had to be collaborative since none of the group members would love to be bossed around. Thus, to bring the best out of each team member, it requires creativity, perseverance, the ability to adapt to the new situation, effective communication where the idea of each team member is heard, and creating room for improvement.

Reference

Haas, M. & Mortensen, M. (2016). The Secrets of Great Teamwork. Harvard Business Review

Winsborough, D., & Chamorro-Premuzic, T. (2017). Great teams are about personalities, not just skills. Harvard Business Review, 25.