At the end of the finishing line of Mikesbikes, I have finally touch learning, understand and know what it is like to feel that I've learnt something. This week's rollover result was not surprising, the rollover result had really reflect our decision making as a team and the outcome of working cooperatively. In the previous entries and most of my learning journals I have been critical to reflect and identify problems and come up with solutions, demonstrates that I know what the problem was and the solution to fix it. Yet, problems kept coming back. I've noticed in the majority of my learning journal was lacking change. These entries had reflect that I were so focused on my perspective and my ability to persuade myself and my team and even my readers to echo with my idea. It may appears that there is nothing wrong with identifying a problem and to solve it, but it's inefficient when the same method and same process occurs and nurtures occurring problems. That leads to a limitation on a process to change.
This entry for this week will reflect upon the outcome of a change, which is creating a culture for team cooperation (Christensen, 2010).
I have previously discussed the problem I found in stopping my team to achieve a better result was a lack of conceptual skill. And the solution was to become more collective, through communication and pay more attention to details and the perspective of another member. I suggested a selective strategy to choose our decision based on an election, we wrote down decisions and reasons behind the decisions down and list a several different sets of these decisions and provided a further simple analysis on the side, then we vote for a decision. This was something we have not done before, something that is collaborative and creative, and something involves cooperation as a team. Instead of an usual one person perpetrating their opinion and idea and 'penetrate' it onto everyone else, we are now addressing issues as a team. This whole idea of moving into an unspoken way of dealing with problems, where everyone felt inclusive, participating and to secure cooperation (Christense, 2010).
Personally, I feel this is a powerful management tool, we are intrinsically to want to feel involved, want our opinions to be heard, thus, to build a culture that implicitly directs us to be collective and collaborative is essential. From now on, without any explicit notice, we can form decision through this process, changes our old individual habit and to work cooperatively.
This whole idea of moving from individual to collective is a change. A change that should be made long ago, but as long as we make this change, it will benefit us and further our chances to achieve our goals.
Christensen, C. M. (2010). How will you measure your life? Harvard Business Review, 88(7/8), 46-51.
Daudelin, M. W. (1996). Learning from experience through reflection. Organizational Dynamics, 24(3), 36--48