It’s finally the last learning journal! I have been counting down since the second week of the semester. I’m really happy that there’s only the summative journal left to do for this course, but this also means that the course will end soon. I want the course to end, but I don’t want our team to be dismissed. For other people, this team assessment might one of those typical uni teams that meet up just to do the assessment. But for me, my team has been the best team I’ve ever had. We treat this assessment like work, always productive in meetings and everyone was committed to it. We also treat other like real friends and talk about the latest gossips. It is just rare to see and be in one of those teams. I’m just too lucky to be a part of this team.
The article by Christensen (2010) states that a culture is important in getting team members cooperating. But for a uni assessment for only ten weeks, it’s quite hard to create a strong culture within the team. For our team, I don’t think our team has purposely or intentionally created a culture with in our team. But the thing that got us cooperated and motivated through-out the semester is trust and honesty. Apart from the job description and contract being discussed on the first day we met. We explicitly encouraged everyone to be honest and don’t be afraid to speak up. Another thing that got us cooperated and motivated was the “scandal” and being judged by our ex-class rep. That crisis really did make us win the competition and show them we are not incompetent. But we should not hate or blame them, so I would like to thank them for giving me the chance to be in the team I’m in now.
Since our team members were always cooperated and motivated, we did not experience any crisis in our team and our company. Like Peter mentioned in this report, our company is achieving steady growth. The main reason we are able to maintain a steady growth is we have a long-term strategy, we know where we want to get from the beginning. I think a firm that has a long-term strategy and is well planned for the future will have more evolutions than revolutions. From my perspective, when other firms are having a revolution, it signals to me that they did not take incremental steps to solve their problem or there are problems occurring in their team.
Looking at the reports for the rollover, there are lots of ups and downs in other firms. I’m really excited to see what will happen in the double rollover. Meanwhile, good luck to everyone for their last rollover and the summative journal.
Greiner, L. E. (1972). Evolution and revolution as organizations grow. Harvard Business Review, 50(4), 37-46.
Christensen, C. M. (2010). How will you measure your life? Harvard Business Review, 88(7/8), 46-51.