Identify and Critically Appraise Personal Development Needs and Leadership Competencies
Reflection provides a critical analysis of self, hence allowing understanding relevant learning (Neck et al., 2010). Thereby it allows designing steps to improve any areas of lag by developing a suitable plan of action. The current scope of reflection analysis encompasses a residential tour organised by my university. All students were divided into two teams our group company was called Rope and the other group was called Barrel. We were asked to go through several steps required to build a jetty, but due to several reasons our group could not complete the procedure and ended up joining with the other group (Wellington, 2012). This was a task so simple yet so hard because of the prevailing circumstances. When making the jetty, we had a lot of disagreements, infighting, lack of focus, time wastage, lack of effective leadership and many more things that made the task a little bit hard to accomplish within the given period of time. There were not clear roles on who should do what and therefore we wasted a lot of time by not delegating smaller tasks to achieve our main objective (Nesbit, 2012). The scope of this reflective cycle includes analysis my learning from this incidence and a plan for action in order to overcome any gaps in learning. In the current scope of self-reflection Gibbs learning cycle has been taken into consideration.
Self-reflection is a necessary aspect in understanding learning that has happened from a specific tasks or activity. The activity during the residential tour of building the jetty was considered to realize applicability of various classroom learning related to leadership, teamwork, groups and social interactions and so on (Wellington, 2012). When building a jetty, all of us were very excited with this prospect. Most of us who have never had such an experience wondered how we would make a jetty from scratch. Specifically remember one of the team members emphasizing on the importance of team work and application of leadership skills to be able to complete the project within appropriate time frame. The below figure of Gibbs reflective learning cycle demonstrates a process that needs to be followed for learning to occur from a process.
Figure 1: Gibbs Reflective Cycle
Description: The scope of self-reflection here encompasses learning from a specific task assigned to be understood. It will ensure that a methodology for further learning can be implemented. The task divided entire group of students in group of two, with my group had 5 members and was referred to as rope. The other group was referred to as barrel, to which we had to sell ropes and buy barrels. Our group had to go to auction to purchase remaining things with the money allotted to us for purchasing a jetty but could only afford peddles. Our tutor’s advice was to join the other group in order to build and complete the jetty. My group had to go through a number of processes prior to devising the jetty while failing midway. This reflection encompasses feelings, evaluation and analysis for the same for devising necessary steps of action.
Evaluate Theoretical Management and Leadership Related Frameworks
Feelings: Almost all my group members along with me experienced anxiety while undertaking the task. It was due to the fact that no one had experience in this type of work before, which required a group of members to work together for the common good of the group (Nsiah and Walker, 2013). The experience had to make me feel that a lot of us in the group had little understanding on how effective team collaboration works. According to me, the anxiety part did not know what to do next though it was generally fun to work with a group with an objective (Grint, 2014). We had to come together, for those of us who had ropes to know how to team up with the team who had the barrels. My feeling from undertaking this task is that we lacked an effective leader within our group, though I felt I possessed leadership qualities, I was unable to apply them (Gregory, 2013). We lacked clear sense of direction and motivation; moreover we were unplanned and hence were unable to complete the work on time. We were unable to detect a course of action and often ended in conflict within our team members, which reflected lack of unity or sense of direction. For a team with no experience in this, it is definitely exciting and at the same time we all were hoping that the jetty would be strong because this would show our efficiency in team work.
However, the experience had a lot of good moments as well, of course we laughed a lot because we had no clue on what we were to do next and therefore people floated some crazy ideas for the team to implement. Another good experience was to see resolution amongst members when they want things done. We had wasted a lot of time, and therefore, we had to be serious to make the jetty. There were several motivating moments, when people want to help each other out. Despite the minor conflicts that we had, what I carried during the experience was that people are always in a mood to help each other out when need be. We realized that we had to do this together as a team and therefore had to do everything to build a jetty. I understood after the task was completed that I did not possess any practical knowledge regarding working in teams hence I could not guide my team members. Neither had I possessed appropriate leadership skills that I could provide definite course of action or motivation for my team members. I did not possess the patience to work within a team as I frequently got irritated and frustrated with team members. I often stayed away from various conflicts, which I later realized was unnecessary. I had an averting attitude towards my team members along with few other members. This was another major reason which led to the failure of the team achievement.
Analyze Teamwork and Leadership Theory and Practice
Evaluation: In all groups assigning roles to their members is essential. Thus for the team to work, we had to appoint team leaders who would facilitate and make the team more efficient. We also had to have rules that were to govern the behavior of individuals (Nsiah and Walker, 2013). One thing I picked from the experience is that though there was present a leader but a lot depends on the members to make things work. A good leader should have good communication skills and also good interpersonal communication. I feel that the team leaders chosen did not have these skills and therefore it ended up jeopardizing most of the work (Canals, 2011). It was meant to be a team work but we had a lot of arguments and in fights that slowed us down significantly. This was meant to happen considering that none of us had the experience of making a jetty before so there were conflicting ideas that were being floated by members of the two teams. Some of the members out rightly refused to take orders and participated minimally. These were some of the bad experiences that I can remember, where conflicts ended abruptly.
My evaluation from this task is that though I have undertaken classes in teamwork and leadership, I did not possess any application skills. I lacked time management skills as well. I understood that practical application is way difficult when compared to learning theories. Therefore, one has to rigorous understood theories and concepts, then possibly go through case analysis for application skills. I did not have capabilities to work within a team and negotiate solution. Therefore, it was my evaluation that I needed to learn team skills and management methodologies as well.
Analysis: In order that a leader is effective, the leader needs to perform according to the situation. Evaluation of the situation reflects that the group could have gelled better if we had better leadership. This could have made the team work more effectively when the leader influences the situation (Booher, 2013). Leadership, thus, is formed as a result of the interaction of these variables (sometimes other variables are added, for example, the duration of the group’s existence among other factors). This aspect is very important in the context of the development of teamwork as well. However, none of the leadership styles can guarantee success in achieving if the team members are not willing to take instructions from the leader, which was our case. In my estimation, I feel that an authoritarian style of leadership can interfere with the maintenance of personal relationships in the team (Spaulding, 2009). Analysis of my understanding from this task is that I am at a novice level in my learning capabilities. I do not have any application skills and need to develop them for future course of action.
Scope of Reflection based on Residential Tour that included Building a Jetty
Conclusion: Authoritarian style of leadership in the midst of a crisis or a great strain, this style may be more appropriate. A democratic approach can be useful when it is necessary to get the maximum possible from the performers through additional motivation through participation in management. Especially, in my opinion, this is necessary when necessary to mobilize the intellectual resources of the team. A high value-orientation unity, the effective style of the leader’s activity is characterized as collegial (democratic), and in brigades with high productivity, but low value-orientation unity – as a directive (authoritarian) one. In working groups, formed as a team and understanding their tasks, the most effective democratic leadership; if the collective has not yet formed, then autocratic leadership is more successful. In our case, I feel that the team did not have effective leadership to guide the members in carrying out the task of making a jetty.
Action Plan: Analysis of reflection regarding self has revealed several insights and developments which are essential to be undertaken. In future, there are several things that I would do to make such a task become better. First, is to analyse and gain application skill in the role of leader. I need to become an effective leader because leaders are the ones that the rest of the team looks up to for guidance. The leader should also establish teamwork as a norm and by having such leadership; a team will accept and expect a mode of working created during the task (Frazer and Oswald, 2009).
Secondly, to communicate better, lack of proper communication within the team leads to a lot of time wasting and the task not being done in a proper way. Good communication is at the heart of great teamwork. This does not always mean that members of the team have to always agree but they should be able to communicate their differences and come up with a solution to move forward as a team (Runhaar, Sanders and Yang, 2010). In future, communication should be clear among the team, team members will have to listen more in as much as they want to also be heard. It becomes imperative to exercise together, knowing the needs of the task are crucial and key to team building. This will make the members of the team to be more familiar with each other. Establishing team rules is also important, one of the main reasons why we did not carry out the task as required is because we did not have established team rules. Rules are necessary to keep everyone aligned and establishing rules early is best but we can consider changing them if they hinder the team’s progress (Booher, 2013). Clarity of purpose is also important in the future because if enthusiasm and attention can dwindle if members of the team do not understand purpose of their work. I personally need to develop on my leadership skills and devise capability to apply them on specific tasks. I will need to learn team skills so that I am able to work within teams along with team members and avoid possible conflicts or be able to resolve them. I have aimed to maintain a self-journal where I will track my personal progress on a 6 month basis (Wagner, W.E., 2016). I needed to practice meditation to develop my level of patience so that I am able to be more participative in team activities. I will also need to take part in more teamwork, which would not only enhance my team skills but also communication skills. This will allow me easily to achieve personal development and skills in relevant areas. Moreover I will go through self-help books and case studies in my library such that I am able to understand and analyse practical skills. This will allow me to gain knowledge from there. These efforts will be able to enhance my potentiality of success in the future.
Feelings, Evaluation, and Analysis for Devising Necessary Steps of Action
Conclusion
Analysing this self-reflection, I have been able to understand that there are many things that I could have done to ensure that the team functions to the highest level of efficiency in making the jetty. First is to ask myself if am able to work in a team”, having felt all the subtleties of teamwork (misunderstanding, different views on life), one begins to wonder, and what is this actually for the best – the ability to work in a team? We start to think about it, because to work in a team is a bit difficult. The ability to restrain yourself when you want to tell colleagues everything that you think about them can sometimes put the group in more jeopardy. Analyzing my experience, I was surprised at the simplicity of the task, to which with ineffective leadership did not go very well. The basis of effective work in the team: the ability to keep in mind not only your current tasks, and also the goals of the entire team (organization) is something that we should have concentrated better as a team. This is the main thing that needs to be remembered for effective work in the team. I needed to adjust my work plan so that it fits better with the overall work plan, to ensure that it is more efficient and better to work.
References
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Canals, J. 2011. The future of leadership development. Basingstoke: Palgrave Macmillan.
Frazer, R. and Oswald, P. 2009. Teamwork!. New York: Simon Spotlight.
Gregory, H. 2013. Teamwork. North Mankato, Minn.: Capstone Press.
Grint, K. 2014. Leadership, management and command. [Place of publication not identified]: Palgrave Macmillan.
Institute Of Leadership & Management. 2016. Introduction to leadership. [Place of publication not identified]: Routledge.
Neck, C.P., Manz, C.C., Van Belle, D.A., Mash, K., Coogan, M.D., Brettler, M.Z., Newsom, C.A., Perkins, P., Kandampully, J., Mok, C. and Sparks, B., 2010. Mastering self-leadership: Empowering yourself for personal excellence. Pearson.
Nesbit, P.L., 2012. The role of self-reflection, emotional management of feedback, and self-regulation processes in self-directed leadership development. Human Resource Development Review, 11(2), pp.203-226.
Nsiah, J. and Walker, K. 2013. The servant. Rotterdam: SensePublishers.
Runhaar, P., Sanders, K. and Yang, H., 2010. Stimulating teachers’ reflection and feedback asking: An interplay of self-efficacy, learning goal orientation, and transformational leadership. Teaching and teacher education, 26(5), pp.1154-1161.
Spaulding, S. 2009. Team leadership in the game industry. Boston, MA: Course Technology.
Wagner, W.E., 2016. Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.
Wellington, P. 2012. Managing successful teams. London: Kogan Page.
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