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After having my first attempt at journal, I was still unclear about the concept of Mikes Bikes simulation, and how it works. I spent hours to get an idea of Mikes Bikes, and was so relieved when shareholder’s value finally started to increase. Handing in CV was also a worry as I was not quite sure what kind of team I wanted, and what position I should take in the team. The only thing that I was absolutely sure about is that I am willing to communicate with the team members and be responsible for my given tasks, whatever they maybe.

“Teams are different. They require both individual and mutual accountability.” (Katzenbach & Smith, 1992, p.15) 

From Katzenbach and Smith’s (1992) reading, I found that good communication does not lead to an effective team. This approach is completely different from ‘mutually accountable’. As I mentioned, I thought good communication skills would obviously help in a team environment, however accountability comes first. Additionally, there are interesting examples of organizations’ approach to perform a productive team performance, for example in firms such as Cosmo Products and Motorola. Katzenbach and Smith pointed that the mindset of “it’s not my job” is one of the common mistake in teamwork approach (1992). Most of us are very unfamiliar with the position for the team, except those very few students who already has stepped into a real business organization. Even though I have been selected as CFO, I am uncertain on this role as I did not volunteer for it in my CV. How do I take the team to accomplish our goal in financial account? This is the question I should ask myself before we make decisions on the project. This also will be the challenge every members in my team’s to survive in multi Mikes Bikes simulation and we all want to achieve our goals thus, it is one of the most important and fundamental problem to consider. Lastly refering to Katzenbach and Smith (1992), evaluating each other will also strengthen our team. We all are not sure what exactly our given roles are therefore the more we evaluate each other, the more we gain and develop as a team.

Overall, I looked at my personal thoughts regarding Katzenbach and Smith’s approaches to becoming an effective team. It really cleared my mind and all I need is a practice with my team and find out the best way to win through conflicts that we will be facing. The key point that I have to remember are accountability, think about each team members’ position as well as my position and constant evaluate each other.

  

Reference

Katzenbach, J. R. & Smith, D. K. (1992). Why teams matter. McKinsey Quarterly, (3), 3--27

 

2 Comments

  1. You reflection discusses the first reading, "Why Teams Matter" but in order to create a more insightful reflection you could perhaps include the second reading on effective teams. This reading would give you insight in to what makes and breaks teams thus the importance of team formation. To improve for your future reflections try incorporating both your personal experiences and thoughts with the main ideas from the reading to improve the linkages between the two. This will help not only the reader to follow your reflection but will help you a person to better reflect on the week which had passed and what your learnt.

  2. Hi there. My first item of feedback has to do with your use of Daudelin's  structure. I think your 'problem' (as in the first step of Daudelin's structure) is the proposition that mutual accountability, not good communication, is what leads to an effective team. If this is the case, then you need to expand your analysis of this as you don't discuss it overly much. You could, for example, bring in supporting theory emphasising communication or mutual accountability. Then analyse the theory and come to a hypothesis that mutual accountability is a necessary part of team performance. Then your 'action' could be finding a way to introduce this dynamic into your team. 

    You use quite a few quotes from the theory, but you don't expand on them or analyse them. This demonstrates only the lower levels of Bloom's Taxonomy, there is no application or analysis, there is seemingly only knowledge and comprehension. Instead of writing about many different aspects of team performance, you could focus and write in depth about one aspect; for example mutual accountability. You propose that mutual accountability is a different from good communication in how it affects team performance. You could then expand on this through asking questions such as 'why', 'how', 'what implications does this have for my team now', 'how does this idea sit with my previous experiences'. 

    Finally, I find your writing style quite hard to read. I had to reread a lot of it in order to ascertain what you meant. I don't want to get nit-picky about individual points; my overriding advice is to read your writing aloud to yourself and perhaps get someone to proof read it.