Managing Change in a Team

The term “change management”

The term ”change management” refers to the process of getting people ready for change, giving them the tools they need to embrace it successfully, and helping them along the way. The idea that every change is distinct is false; people can still have an impact on how others react to changes. Likewise, self-awareness, which is defined as understanding oneself and the effects one’s choices and actions have on others, is a necessary component of personal mastery. which is the willingness to accept having one’s views and ideals challenged. The goals that all group members share as a common objective are referred to as a shared vision. Consequently, individuals must develop shared obligations and understandings, unleash their hopes and aspirations, and unearth the underlying resistances and reservations.

The learning development the team has chosen

The learning development the team has chosen is the shared vision because it enables the team to work towards a mutually beneficial goal. The shared vision enables the members of the team to forge a common meaning and focus and agree on the targets of the learning process (Senge, 2006). Equally, the shared vision enables members of the team to single out the improvement strategies they will use and the challenge goals required to reach the desired destination. Hence, forging a shared vision is crucial because it gives members of the team a sense of teamwork and encourages the unity of purpose required to achieve the required goals and objectives.

In the course of the project

In the course of the project, the team will give all members the opportunity to express their ideas freely and unequivocally concerning the chosen problem. In essence, the shared vision will enable the team members to agree with the team has to create or accomplish as part of the organization. Understandably, the shared vision in which the team members operate will have a significant influence on the outcome because it will give all team members the chance to air their views concerning the approach and make suggestions while expressing their reservations about some of the suggestions. The most important thing will be to create an environment that fosters the free expression of ideas devoid of the threat of victimization. Subsequently, the team members will brainstorm the options and agree on the best way forward.

In the course of the team project

In the course of the team project, the team will deliberate on a problem concerning an aspect of the corporate culture, where the issue entails laxity by some members of the team that serves to derail or delay team projects. The objective will be to find a solution to the problem and agree on the most appropriate ways of completing team projects on time. The group will be a business organization that seeks to make profits from completing projects. In line with this, the company will want to find solutions to the problem of members of the team that delay or slow down team projects.

Post-Session Summary

The team development session was a valuable learning experience for all the team members. The session was successful because each of the team members gave positive contributions and aired his or her concerns freely. The most important lesson learned is giving each team member the chance to air views without the fear of retribution. In essence, creating an environment that fosters the free expression of ideas is the surest way to invite positive ideas. The lesson learned from the chosen discipline is that consensus is important when working on completing team projects. In essence, a shared vision requires the free expression of ideas and fears and mutual respect for the views of all members.

Reference

Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization. New York, NY: Broadway Books.