Adjourning

This week we read about five stages of team development: forming, storming, norming, performing and adjourning.  After considering the adjourning phase of several of the groups in which I have been involved, the hardest good-byes were the ones that everyone worked as a team, and a large value on trust and respect occurred.

High-performing groups are difficult to leave, because there is typically a mutual respect for outcomes that do not obviously occur in under-performing groups.  I believe that when I adjourn from the group of colleagues that I have formed here at Walden, I will be sad.  I think that we have gained a mutual respect for one another.  I believe that it is because we have not meet each other in person, and we write about our thoughts, and share our feelings.  We have formed, and stormed in building a camaraderie with our peers.

I believe that the adjourning stage is essential to teamwork because it allows for some closure and in certain cases, a promise for continued support.  This support is essential in the building of long-term friendships and peer relations.  I am anxious to finish my Master's degree here at Walden, but will miss the communication and support that I receive from my colleagues in my classes.

Reference:

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

Conflict Resolution

Being a Director of an early learning facility is not easy.  The many hours that you put in outside of the ones that you get paid for are tremendous.  In Pennsylvania, there is a quality initiative that encourages high quality programming, and high quality staff.  While my program has worked it's way up through the ranks, we recently attained the highest rating for quality.  However, one of the things that the program looks for is teacher longevity.  This year, we had a lot of turnover of staff.  Due to my personality, I typically look at it being my fault.  However, there were various reasons for this turnover.

Not all turnover is bad.  About six months ago, I walked in on a staff person talking negatively about me to other staff.  She was upset about my decision to move children around the center to accommodate staff breaks.  When I walked into the room, she was ranting and raving about me, and my decisions.  My first reactions were shock, then sadness, then anger.  I asked to speak with her privately, and invited my supervisor to sit in on the conversation.  The staff person refused to talk while my supervisor was there.  She said that she felt that my supervisor and I had "too close" of a relationship.  This staff person ended up walking out of her position that day.

I believe that some of the strategies that I would use would be to initially remain calm.  Not everyone is going to like me, and I them.  While some staff may not always agree with my decisions, I am ultimately the one that is responsible for the running of the program.  By remaining calm, it will enable me to listen to what they are saying.  Additionally, I believe that I will start repeating what they are saying back to them, to ensure that I have a clearer picture.  This will eliminate any misunderstandings and show the staff that I am actively listening.

Like I said, turnover isn't always bad.  At times, it can be very beneficial for the progress of the program.  Such was the case with this staff person.  I was able to find someone much more qualified, and receptive to my suggestions, and guidance.

My role as a communicator

Through the three questionnaires that we were asked to take this week, I have learned a few things about myself.  First, I test as a people oriented person, which I knew was the case but was still interesting to see that it turned out that way.  Secondly, I was a little disturbed to find out that my husband's assessment me of my verbal aggression was significant.  I never realized that my attitude or demeanor towards him could make him feel bad.  Obviously, that was never my intention. 

I have three big goals to work on over the course of the next few weeks.  My three goals are to take time to listen to all points being made regardless of my agreement.  Next, I will make notes on the conversation and others' viewpoints so that I can effectively reflect on what they were stating.  Lastly, I will work on my comfort level when speaking in public.  I have anxiety even though I know that I am knowledgeable about many different things.  I look forward to working on these goals over the next few weeks to see if I can change the effectiveness of my communication.