Prior to Thursday’s class of being grouped into teams and selected as CEO I felt very excited about our team. You can say I have the illusionary feeling of euphoria that our team will connect well with each other and commit ourselves to the team project. After Peter had given back the CV’s, I had analyzed our team and most of them were not able to hit the SHV value of 25%. Despite this fact I can already see that some members (including myself) did not have enough time or had spent enough time on SoloMikes; however, I am not the type of person to judge a person’s skill or character based on numbers and figures. Yes, it was a bit disappointing and worrying but as a team we all agreed to spend time during the weekend to run SoloMikes and achieve a SHV at least 25% or even higher (40-50% at least for me) at a certain deadline. Although it was not my idea I thought it was brilliant to test our member’s commitment to this project by pushing themselves individually to the standard in order for the team to be more in sync. In addition to this I do have very small cautionary doubts in my head like some members not being able to reach the expectations. Nevertheless I do not care about the initial CV or who is in my group because in real work life you will have to work with people with low or high skills and expertise. Instead of worrying or grumbling about who is the team, I am more concerned about how to raise their knowledge and skill to perform better next time. Just as Katzenbach, J. R. & Smith, D. K. (1992) had stated, “Common sense tells us that it is a mistake to ignore the mix of skills when selecting a team. No team can get started without some minimum complement of skills. Nor can it achieve its purpose without developing all the skills required.”
Having said this, I have already listed up a basic guide on where to pay attention to for my team members so that they can use it if they are having trouble or as a head start. I believe that they can achieve higher than SHV of 25% and hopefully it will boost their confidence up and team morale. Looking forward to our next team meeting.
Katzenbach, J. R. & Smith, D. K. (1992). Why teams matter. McKinsey Quarterly, (3), 7