This post is only in English since all the speeches and lectures here are given in English and I don't want to translate everything to Slovene. If you are a Slovenian interested in this kind of theory and don't understand English, feel free to ask me about it :)
Yesterday was a lecturing day. We were trying to do some learning about ourselves, about leadership and also about the host country, Korea.
Since we all got some group tasks yesterday, there is a model we can help ouselves with while solving the task:
1) Model for solving the task: DOOR
D as Decide: What are we trying to achieve, to do? When do we need to do it? We need to have clear objectives and a time scale.
O as Organise: List of requirements, what resources do you need...
O as Operate: Do not spend too much time planning, there has to be action!
R as Review: What went well? What difficulties occured? What would you change for the next time?
Later we were talking about 4 leadership styles and then played some team games and tried to figure out what style did the leader of the task use. So we have four different styles:
1) TELLING: Use it in critical situations when immediate action is needed. Like when te fire breaks out :D
2) SELLING: It's mostly about selling your idea and motivating people.
3) SHARING: Being a facilitator of the team, gathering all the ideas, searching for the answer ot the question together
4) DELEGATING: Giving/delegating tasks to people
Before the IGE started we were asked to fill an online form called Belbin. It is about discovering what role do you play in a team. It tells what tendencies you have and give you some self-knowledge. There are 9 different roles that are action-, people- and thinking-oriented. We discovored our strengths and also weaknesses. Most people in my group got a team worker as the least recommended role. Since all of us here are leaders, we should not forget that leader is still a part of the team and that we have to be team workers first and leaders after that. You can learn more about the roles here: http://www.belbin.com/
Our last lecture was about how to develop and sustain a high performing team. There are 4 main steps and 1 plus step.
It all starts with forming. People don't know each other, they are polite, they are getting acquainted, it's an ice breaking stage. People are unsure, uncertain, trust is low, they need directions, group skills are unrefined. We can get through this stage by having warm up activites, creating a common goal, clarifying roles and responsibilites and encouraging participation.
After this we come to storming. A comflict and competition appear. Frustration sets in, leader is rejected, power struggles.
After storming comes norming. It's about building trust. Group members resolve the conflict and power issues, group re-defines ground rules.
The last one is performing. Group feels united, the productivity is high, everyone is commited to the goal, roles and responsibilites are clear, group continuously improves itself.
There is a plus one step called adjourning when the group re-groups, thanks each other for the successful project and moves on.
Here is Henry Ford's quote for closing this lecture:
Coming together is a beginning,
keeping together is a progress,
working together is a success.
Yesterday was a lecturing day. We were trying to do some learning about ourselves, about leadership and also about the host country, Korea.
Since we all got some group tasks yesterday, there is a model we can help ouselves with while solving the task:
1) Model for solving the task: DOOR
D as Decide: What are we trying to achieve, to do? When do we need to do it? We need to have clear objectives and a time scale.
O as Organise: List of requirements, what resources do you need...
O as Operate: Do not spend too much time planning, there has to be action!
R as Review: What went well? What difficulties occured? What would you change for the next time?
Later we were talking about 4 leadership styles and then played some team games and tried to figure out what style did the leader of the task use. So we have four different styles:
1) TELLING: Use it in critical situations when immediate action is needed. Like when te fire breaks out :D
2) SELLING: It's mostly about selling your idea and motivating people.
3) SHARING: Being a facilitator of the team, gathering all the ideas, searching for the answer ot the question together
4) DELEGATING: Giving/delegating tasks to people
Before the IGE started we were asked to fill an online form called Belbin. It is about discovering what role do you play in a team. It tells what tendencies you have and give you some self-knowledge. There are 9 different roles that are action-, people- and thinking-oriented. We discovored our strengths and also weaknesses. Most people in my group got a team worker as the least recommended role. Since all of us here are leaders, we should not forget that leader is still a part of the team and that we have to be team workers first and leaders after that. You can learn more about the roles here: http://www.belbin.com/
Our last lecture was about how to develop and sustain a high performing team. There are 4 main steps and 1 plus step.
It all starts with forming. People don't know each other, they are polite, they are getting acquainted, it's an ice breaking stage. People are unsure, uncertain, trust is low, they need directions, group skills are unrefined. We can get through this stage by having warm up activites, creating a common goal, clarifying roles and responsibilites and encouraging participation.
After this we come to storming. A comflict and competition appear. Frustration sets in, leader is rejected, power struggles.
After storming comes norming. It's about building trust. Group members resolve the conflict and power issues, group re-defines ground rules.
The last one is performing. Group feels united, the productivity is high, everyone is commited to the goal, roles and responsibilites are clear, group continuously improves itself.
There is a plus one step called adjourning when the group re-groups, thanks each other for the successful project and moves on.
Here is Henry Ford's quote for closing this lecture:
Coming together is a beginning,
keeping together is a progress,
working together is a success.
Ni komentarjev:
Objavite komentar