My one of my favorite takeaways
from our first week in 631 was the idea that teams can be like baseball,
football, and basketball. Each sport is a team sport, however, interaction,
collaboration, communication, and synchronization versus interdependence varies
from sport to sport and objective to objective.
This week, we read about EcoSeagate
and Team Development in our OD Application reading. Based on the limited
information provided, I would have to say I don’t see the value. First, why do
we need $2 million to accomplish this; why does it need to be such an elaborate
undertaking and why does it need to be a five day long adventure. I further
question the validity and the process of how “…The participants, who are
selected from more than 2,000 applicants…” (Brown, 2011, p. 274) are decided upon and
how an application would be the appropriate cross-section of people that may
truly need the assistance. For example, if we have employees that are known not
to work well in team settings…are they even applying to participate. I would
tend to think that those who enjoy teambuilding activities would be more prone
to put their applications in. Furthermore, not everyone has the physical
capacity to train for and endure the five-day physical ability of “…events that
encourage each team to learn how to work together” (Brown, 2011, p. 274) . I can see how in
theory this works, but I think there are far more things that should be
evaluated and researched regarding their approach. Someone who isn’t physically
active or those that are unable to participate in the “40-kilometer race” (Brown,
2011, p. 274)
could certainly benefit from the team development process.
In conclusion, there appears to be
a lack of follow-up or follow-through on their account. One of the many
important metrics regarding action items we uncovered this week included the
evaluation of the team development process. In this area, when practicing OD,
we have to determine “…how well the implemented action items have aided the
tea’s operation and what else can be done” (Brown, 2011, p. 273) . This requires
leadership and the OD practitioner to evaluate what is working, what is
lacking, and what needs additional support, evaluation, and attention. Without
this evaluation and exploration, how could we really know if this program
works…for everyone…and everyone that actually should be involved but may be
excluded???
These types of adventures are
certainly important and meaningful for a high-performing organization. However,
if the follow-up, reinforcement, re-evaluation and resources do not demonstrate
that there is actual “continuous improvement”, then it would always be hard to
quantify the effectiveness for the company and various levels of shareholder
interest. I think that my organization could absolutely benefit from an outdoor
lab event. However, I think it would be more beneficial to take it in phases.
For example, I would have all levels of leadership first engaged in something
that everyone would be able to participate in. I would then do the something
with lower levels. Then finally, a cross representation of all workers. Things
this important and this critical to improving teamwork, collaboration, and
communication do not have to be so grandiose and so long in nature. As I
mentioned in my brain map this week, one of my favorite new ideas is the
Marshmallow Challenge. I love that it is so simple, so quick, and so entirely
revealing (Wujec, 2010) .
How is it that spaghetti, string, a marshmallow, tape and a lunch bag can
reveal so much about a team? Because it forces people to work with the
resources they have, become more innovative than they thought than possible,
and more importantly, requires all the successful steps of bringing about team
collaboration that helps the entire goal and objective be met...to build “…the
tallest free-standing structure out of 20 sticks of spaghetti, one yard of
tape, one yard of string, and one marshmallow…” on the very top of the
structure (Wujec, 2010) .
I am nervous, but excited about
what other tricks I will be uncovering this semester to use. More importantly,
I am so glad to have Matt for the next 9-week period to use as an on-call
active resource and if anyone else hasn’t had the pleasure of working with him
in other modules, I know what a treat we are all in for! For an snipit of what
I mean, check out my other blog notes at: https://www.blogger.com/blogger.g?blogID=7359045435701589174#editor/target=post;postID=922445052879107246;onPublishedMenu=allposts;onClosedMenu=allposts;postNum=3;src=postname
Until we blog again!
References
Brown, D. R. (2011). An Experiential Approach to
Organization Development, Eighth Edition. Upper Saddle River: Prentice Hall.
Wujec, T. (2010). Running a Marshmallow Challenge
is easy. Retrieved October 21, 2015, from http://marshmallowchallenge.com:
http://marshmallowchallenge.com/Instructions.html
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