The games have now begun! The practice rounds are over and it is now time to saddle up and ride off into the real competition.
Last week I gave myself a goal to learn my team members strengths and areas in which they may struggle. I also challenged myself to get a grasp on the idea that not everyone is as confident at sharing ideas as myself. In short, I believe I am on track to achieving these goals.
Again, I will be using Daudelin's 4 stages of reflection model to reflect on this past week, showing how myself and my team can improve and develop as we progress through the real competition. At first, it was difficult to find a problem that I could reflect on this week. However, after getting some advice from peter this week, I realised that in order to reflect upon a problem, the problem itself doesn't have to a large one, it merely can be something small that could be considered quite insignificant, but also something that could be improved in the long-run. First, I must begin with the articulation of the problem.
A problem that I have identified this week is that, as CEO, is that I find myself making decisions before asking every member of the team for their input. Kelly (1988) mentioned that leaders are only as effective as the followers they have around them, which is an idea I should take onboard when considering a solution to this problem. Ultimately, I don't want to make decisions based solely on my own thoughts and opinions, it is as much the teams decision as it is mine.
The second stage in Daudelin's reflection model is analysing the problem and finding reasons as to why such a problem has occurred. One reason I have identified is that I do tend to only address everyone as a team, spending less time asking each team member face-to-face what their personal thoughts are. Again, this significantly relates back to me struggling to come to grasp the fact that not everyone in my team is as confident or as willing to share their ideas with the rest of the group. I also believe a certain possibility could be that I am still 'getting to know' my fellow team members. However, even though I think this might be contributing to the problem, I don't believe it plays a significant role as I feel our team dynamic is becoming stronger from week to week.
According to Daudelin, I must now think of solutions to this problem. Kelly (1988) mentioned that employees can go further by themselves, when a leader has given clear instructions and goals for those employees to work towards. Taking Kelly's advice onboard, I believe that spending more one-on-one time with each of my team members will not only be helpful for me in the sense that the I can make the final decision more confidently, but also to each of my team mates as it will hopefully build up their confidence amongst sharing their thoughts with the group.
Lastly, I must think about how I can take action. Considering the goals I mentioned earlier, I believe having face-to-face interactions with each member of my team will help boost the team dynamic and significantly helpful those members who struggle to voice their opinion amongst the group. I believe that this action will help me achieve my goals in respect to learning my team member's strengths and weaknesses, while also encouraging my team members to be forthcoming with their thoughts and ideas.
I expect the next few weeks to be rather intense as the real competition has now begun, but bring it on! I believe my team is ready to face the music.
Daudelin, W. M. (1996). Learning from experience through reflection. Organizational Dynamics, 24(3), 36-48.
Kelley, R. E. (1988). In praise of followers. Harvard Business Review, 66(6), 142-148.