For this week I would say my issue stems from the where to from here aspect? As I discussed last week our team is doing okay and last week my problem was change in yet another strategy change. We needed this strategy change as we were trying to make sure we would not fall as so many other teams were around us. And while this seems to have worked last week, this week we were focused on somehow trying to continue our gradual growth rather than focused on not falling. I have actually found that focusing on how to grow our company has been a lot harder than just figuring out how to keep from falling. This ‘where to’ issue is very important at this stage of the simulation, as we are now reaching the end, so hopefully by working through this issue in my journal I can figure this out for both my own learning and my teams growth.
From the reading perhaps one of the reasons that our team is finding it hard to grow is actually because we have not encountered a revolution, a period in which our organisation was within turmoil (Greiner, 1972). I feel while we may have had one week of difficulties with team dynamic issues there has overall been no huge issues in our company performance, we have always done average. Therefore I believe our team has been in a constant stage of evolution. This is because as suggested in the readings for me, especially in HR, only moderate adjustments have been needed to continue growth (Greiner, 1972). As an whole organisation, thinking back on it while we have had to change our strategy many times I think overall the change in practices has been marginal so therefore this reiterates that we have probably only been in an evolution most of this simulation. My journals do back this up as apart from one week my concerns have been around how our team is so over-positive and it almost worries me how much we all get along and manage to get decisions done. I do not recognise any of the crises identified such as crisis of leadership, crisis of autonomy, crisis of control and crisis of red tape (Greiner, 1972). I am not saying that these do not happen in most organisations, especially growing ones, I just feel like that within our team and this small simulation of six team members these issues haven’t arisen. As these haven’t arisen is this the reason why our company hasn’t experienced the significance growth we have been all hoping for? I believe it might be because in not having these crises we have not been able to feed on to the periods of growth through direction, creativity, delegation, coordination and collaboration (Greiner, 1972). Therefore in missing these crises, our team has been stuck in a constant period of evolution, while this is not bad because we have been growing, I think our growth has been significantly limited.
So where to from here? I think what our team could benefit from doing now is probably in our final week just mastering what we have now in our last week committed to. I think while doing this we could look at the readings drivers of periods of growth and see which ones we could perhaps look at even though there has not been a crisis to drive any of them. I think personally in my team we have go the delegation, coordination and collaboration aspects working perfectly. All of our decisions have been delegated efficiently and I believe the coordination and collaboration of our team members finally in week 10 has been really good! So therefore perhaps a potential actionable solution lies in the creativity and direction aspects of growth. I think we somewhat have a direction, although perhaps because our strategy seems to have been an active one this semester it seems this direction as somewhat felt lacking sometimes. So therefore maybe for this week I could ask what we all want to achieve therefore we will have a direction for this last week. Also I believe creativity in our decisions may have been lacking, I feel like many of our decisions have been made purely on what we have seen others to be doing, rather than what we have creatively thought of. However the reading suggests that creativity is one of the beginning drivers of a period of growth (Greiner, 1972). So therefore that makes me wonder if perhaps we are to late for our period of growth due to creativity.
Using these potential solutions I think it is important for this next week for our team to develop at least a solid direction for our final week. Looking at this reading I think this has been very interesting to find out some potential drivers for periods of growth, I feel like this reading might have been very applicable to look at the start as like I stated I think it might be too late for my team to start thinking about growth through creativity.
Greiner, L. E. (1972). Evolution and revolution as organizations grow. Harvard Business Review, 50(4), 37--46.