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This week, my team and myself continued to improve and make great decisions in our simulation - we have decided this week is the week to not just do good, but do great! Our SHV went up by $6 which we were content with, but it has pushed us to try and take out the top team.

I think this is a good opportunity to talk about our work this semester as a team - and as a group of people who started off completely foreign to each other and the simulation!

In this weeks reading Davenport (2006) it addresses that you need to have the 'right people' in order to have a successful team is important. I have a few questions on this; who are the right people? are the right people the same for everyone? and how do you determine what makes the 'right' person for your team?

In this case I think the right people are based on the culture of your group - more so than it being based on intelligence, skill or knowledge. I think the culture of your group - which you choose to be apart of near the beginning (i.e. highly competitive, learning based groups) helps define the group you WANT to be apart of and the group that you will be aligned with in terms of goals (Katzenbach, 1992), I think this is where the 'right' people are put together - through goal and motivation compatibility and I think this is the beginning point of the the rest of the attributes that makes the 'right' people in a team. For example, if you are in a team of people who share a common goal, which in my case is to win, then the culture you are brought into is one of competitiveness and luckily for us a real level of care and effort in the part of all individual team members to contribute and do the best they can to help us become successful. I think that in this situation, skill and knowledge follows based on the culture of our group, we feel comfortable and all want the same things - therefore we are likely to express our knowledge and strive to gain more of it in order to achieve the overarching goal. This is what I have experienced in my group this semester, especially in the last half of the rollovers, after seeing such an improvement on our part and that the work was paying off - it has really pushed me to work hard for myself and also to make the right decisions for my group - by doing extra readings and doing that extra amount of effort to be successful.

Overall, I think the 'right' people in the group just comes down to the alignment of goals and the culture of your group - through how it is established and how it encourages its members attitudes and level of work.


Davenport, T. H. (2006). Competing on analyticsHarvard Business Review, 84(1), 98-107.

Katzenbach, J. R. & Smith, D. K. (1992). Why teams matterMcKinsey Quarterly, (3), 3–27


  1. I think that you understood teh readings well and linked them to your own experiences which displays that you are reaching the higher levels of Bloom's taxonomy. I did not however really see you using Daudelin's stages - mostly I see no sign of a explicit problem. It was more like you read the readings and reflected upon them instead of using the readings to solve an existing problem. That would improve your piece

  2. you can see some improvement from your week 4 journal which is great.

    you really have incorporated the readings into your journal well and showed depth and understanding by relating it back to your experiences,
    some feedback i would say is you are doing great and reaching the higher blooms taxonomy levels however you are lacking in the use of Daudelins framework and some pointers i would give you is focus on Daudelins stages; the problem analysis stage, the hypothesis generation stage and the action stage. this is when you recognize a problem you or your team has encountered (if any), then you could discuss how or why this may have happened and following it up by how you handled this (it would be extra effective as well by incorporating and relating it back to the readings to show improvement and to show what you've learned from it), and finally you could discuss how your team could improve and move on from this problem including any solutions you think may help your team. (smile) i hope this helps you