According To The 15 Points
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1. According to the 15 points which distinguish great groups, would you consider both hockey teams great groups? Why, or why not? 2. What strategies did each coach employ with his team? Were these successful? Again, why or why not? As the leader of either team, what might you have done differently? 3. If you were the coach/leader for a team, which of the characteristics from the article might you utilize with your team? Answer these 3 questions about 1 page.
Paper For Above instruction
The evaluation of whether both hockey teams qualify as great groups based on the 15 distinguishing points requires an analysis of the teams' dynamics, cohesion, leadership, and performance. The 15 points often include criteria such as clear purpose, open communication, mutual respect, trust, shared goals, accountability, and adaptability (Lencioni, 2002). When assessing the two hockey teams, one must consider if they demonstrate these qualities collectively.
In analyzing the first team, evidence such as seamless coordination during gameplay, high levels of trust among players, and shared commitment to victory suggest that they embody several characteristics of a great group. Their communication was effective, and each member understood their role, reflecting clarity of purpose. Conversely, if the second team exhibited signs of disorganization, lack of trust, and inconsistent effort, they may fall short of being classified as a great group, despite possibly having talented players.
Regarding the strategies employed by each coach, success or failure hinges on how well these strategies align with group dynamics and the game plan. One coach may have emphasized aggressive offensive tactics to foster confidence and cohesion, leading to successful outcomes. For instance, implementing a high-press strategy can stimulate teamwork and communication, which are vital in group development (Kernis & Whedon, 2010). Alternatively, a coach who focused on defensive resilience through structured drills may have succeeded by creating a disciplined environment that promoted trust and shared responsibility.
As a leader of either team, one could consider what alternative approaches might enhance team performance. If I were the coach, I might prioritize building trust through team-building exercises beyond practice sessions and fostering open communication channels. Developing shared mental models and promoting accountability can further strengthen the group's cohesion (Yukl, 2013). Additionally, encouraging feedback and reflection could help identify areas for improvement and reinforce collective purpose.
From the perspective of personal team leadership, characteristics such as fostering psychological safety, promoting inclusivity, and encouraging shared leadership are crucial. I would leverage these traits to cultivate an environment where team members feel valued and motivated. Emphasizing transparency, setting clear expectations, and recognizing individual contributions can foster motivation and commitment (Edmondson, 1999). The goal is to create a sustainable, high-performing team that embodies the qualities outlined in the 15 points for great groups.
In conclusion, determining whether the hockey teams are great groups depends on their adherence to the core characteristics that promote effective teamwork. The strategic approaches of their coaches significantly influenced their success, but leadership style and focus on relational dynamics can always be refined. Employing traits such as trust, communication, shared purpose, and accountability is essential in nurturing high-performing teams.
References
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
- Kernis, M. H., & Whedon, C. D. (2010). Self-esteem, self-control, and the self-concept. Psychology Press.
- Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. Jossey-Bass.
- Yukl, G. (2013). Leadership in organizations. Pearson Education.