Title: THE CHANGE AGENT
Swetha is the marketing department manager. She has noticed that her staff seems to be pulling in separate directions, and some members have trouble cooperating with others. She feels team-building will help her department function in a more positive and productive way.
Swetha interviews several OD consultants to find the change agent she thinks will be right for what she needs. Swetha decides on Karthik, an organization development consultant who best answered the question, "How will this change agent build a group into a team?"
Karthik meets with Swetha to discuss the problems. Karthik and Swetha define the problem as Swetha sees it. They discuss specific questions to ask and data that will be collected from interviews with team members. Karthik interviews Swetha's staff, and immediately a number of issues surface that appear counterproductive to effective functioning.
Lack of communication is identified as the most serious problem, and many of the other major issues are the direct result of the communication breakdown. Karthik reports the general findings back to Swetha without mentioning any names.
After discussing the problem and possible ways to solve it, they decided on the two-day team-building retreat. The goal of the retreat is to get the group to work through the issues that are causing the biggest problems.
Before the retreat, Karthik puts together an agenda and shares it with Swetha. Upon approval, the agenda is given to all group members. Karthik purposely leaves the agenda quite open so that the group will get more involved in the problem-solving process and gain greater ownership in the process of working to achieve positive and productive change.
DO ADD IN YOUR COMMENTS OF THIS PARTICULAR CASE!!!!
Regards,
Paromita Mukherjee
From India, Bangalore
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3Swetha is the marketing department manager. She has noticed that her staff seems to be pulling in separate directions, and some members have trouble cooperating with others. She feels team-building will help her department function in a more positive and productive way.
Swetha interviews several OD consultants to find the change agent she thinks will be right for what she needs. Swetha decides on Karthik, an organization development consultant who best answered the question, "How will this change agent build a group into a team?"
Karthik meets with Swetha to discuss the problems. Karthik and Swetha define the problem as Swetha sees it. They discuss specific questions to ask and data that will be collected from interviews with team members. Karthik interviews Swetha's staff, and immediately a number of issues surface that appear counterproductive to effective functioning.
Lack of communication is identified as the most serious problem, and many of the other major issues are the direct result of the communication breakdown. Karthik reports the general findings back to Swetha without mentioning any names.
After discussing the problem and possible ways to solve it, they decided on the two-day team-building retreat. The goal of the retreat is to get the group to work through the issues that are causing the biggest problems.
Before the retreat, Karthik puts together an agenda and shares it with Swetha. Upon approval, the agenda is given to all group members. Karthik purposely leaves the agenda quite open so that the group will get more involved in the problem-solving process and gain greater ownership in the process of working to achieve positive and productive change.
DO ADD IN YOUR COMMENTS OF THIS PARTICULAR CASE!!!!
Regards,
Paromita Mukherjee
From India, Bangalore
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Hi,
I think the approach is okay with the situation.
In addition, Swetha can adopt one more approach, i.e., the group motivation exercise. It's quite like looking at the positives of oneself & others and not looking at the negatives at all. The purpose is to build on the positives and not discuss negatives as they already have issues against each other. Let them write the name of their ideal with the qualities they admire in him/her. Then they should write their own qualities on a second sheet of paper. Make the groups and let them discuss their points. If you go by the Johari Window, this will solve three quadrants: the self which is known to one but unknown to others, the self which is known to both parties, and the self which is not known to one but known to others. Your views and observations are welcome.
Regards,
Gaurav
www.gauravgoelgg.blogspot.com
From India, Delhi
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I think the approach is okay with the situation.
In addition, Swetha can adopt one more approach, i.e., the group motivation exercise. It's quite like looking at the positives of oneself & others and not looking at the negatives at all. The purpose is to build on the positives and not discuss negatives as they already have issues against each other. Let them write the name of their ideal with the qualities they admire in him/her. Then they should write their own qualities on a second sheet of paper. Make the groups and let them discuss their points. If you go by the Johari Window, this will solve three quadrants: the self which is known to one but unknown to others, the self which is known to both parties, and the self which is not known to one but known to others. Your views and observations are welcome.
Regards,
Gaurav
www.gauravgoelgg.blogspot.com
From India, Delhi
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My pleasure, dear. That was a nice case. I think we should have some more cases like this, or why not have a whole sub-forum on this? What say, guys? Moderators and administrators? Regards, Gaurav
From India, Delhi
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From India, Delhi
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I would suggest that the entire team go through a Team & Self Motivation session which includes positive strokes, have fun at work (Fish Philosophy), and "Lessons from the Geese". Post the session, monitor the group closely to ensure that they are practicing what they learned in the session. After a couple of weeks, there should definitely be some changes in the team.
Regards,
Phillipose John
From India, New Delhi
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Regards,
Phillipose John
From India, New Delhi
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Dynamics of Team Building.pdf