Team Development

This week I read about the five stages of team development. The five stages are forming, storming, norming, performing and adjourning. As I think about all the teams and groups that I have been involved with, I focus on the adjourning phase. This is when the project comes to an end and the participants move to different projects. Some teams it was very easy to leave because of the other four factors in the team not being strong, and to be honest, I do not know how we survived to the adjourning stage. Some groups and teams it was very hard to leave because of how strong the other four phases where and the passionate and goals that were accomplished by the team. One group that was very hard to break apart from was cohorts during my student teaching. As a team we had a tight bond for four years and had to leave because we all accomplished a goal together which was completing student teaching and receiving our degrees. These are the people that I would study with, eat with, and complete group projects with. These are the people that I grew with during my undergraduate years. Graduation was a very nice closing ritual that also helped me transition to a new part of my life while still holding the memories close. I imagine that I will adjourn from my group of colleagues that I have formed while working in my master’s program is somewhat the same manner, but less intensive. These people I have grown with professionally and have worked with to complete a goal and it will be hard to say goodbye, but the relationships do not have to end after the degree is completed which is comforting. The adjourning stage is essential because of its importance of closer and celebration of reaching a goal. Without the adjourning stage, nothing in this world could ever get accomplished. This is why I feel that this stage in team development is the most bittersweet stage.

Abudi, G. (2010). The five stages of team development: A case study. Retrieved from http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.html

Disagreements and Conflicts

Disagreements and conflicts are experienced in everyone lives. They can be with a supervisor, colleague, or someone personal in your life. This week I reflected on strategies that I have learned that can help me manage and resolve conflicts more productively.

The first strategy I choose was “Getting to Yes” (Billikopf 2009). This strategy helps people identify the needs and focus on them rather than others positions. I feel that by making sure the conflict is aligned with the needs of all parties, and then the conflict should resolve itself. It is hard when times are tough to focus on actual purpose than get wrapped up in how the others are talking and the negative aspects of communication they might be using. This strategy could also show broader ranges of solutions. When people are working together for a common purpose than against each other for what goal they want, more gets accomplished and the communication becomes more productive.

The second strategy I choose was to involve a third party. Using a third party could also be very beneficial in the work environment. A third party makes sure that everyone is on task and working towards a common goal and not badgering or being negative towards the other parties. The only issue with using a third party is making sure that they are not bias and will hold their own opinions and feelings towards individuals inside. A third party is also good at coming up with a compromise for the parties and looking for more solutions that are possible.

Nonviolent communication and the 3 R’s are also a good way to make sure that communication from you is proper and not harmful to another. By understanding disagreements and conflicts and receiving knowledge about different strategies, they should be solved in a peaceful and productive way.

Billikopf, G. (2009, August). Conflict management skills. Retrieved from http://cnr.berkeley.edu/ucce50/ag-labor/7labor/13.htm