REFLECTION ON GROUP

WORK
[Document subtitle]

[DATE]
[COMPANY NAME]
[Company address]
Table of Contents
Introduction:..............................................................................................................................................1
Description:................................................................................................................................................1
Team objectives:....................................................................................................................................1
Feeling:.......................................................................................................................................................1
Evaluation:.................................................................................................................................................1
Overall coordination of team associates...............................................................................................1
Objectives achieved in group work:.....................................................................................................2
Conclusion:................................................................................................................................................2
Weekly team objectives significance, achievement, and issues:.........................................................2
Analysis:.....................................................................................................................................................2
Learning as a team member:................................................................................................................2
The required development for becoming a leader and contributor:.................................................2
Action Plan:...............................................................................................................................................3
How to attain the identified development in the future:.....................................................................3
How to grace the role of innovator and visionary:..............................................................................3
Introduction:
In this report, I'll go through the benefits and lessons I took away from a group project (Crosby,
2019). We, the six members of our team, each had a specific role to perform in the Studiocafe's
mission to find and foster new kinds of creativity. The Gibbs reflective model will be used for
this paper. In my investigation of group dynamics, I'll also draw on Herzberg's two-factor theory
and Tuckman's theory of group growth. Our report will include a summary of our objectives and
a judgement of how effectively we met those objectives. Discussion topics will include group
dynamics, motivational and demotivating factors, lessons learned during the past week, and the
next moves (Dinham, 2018).

Description:
I was responsible for identifying opportunities for innovation within the Studiocafe, conducting
the necessary research and analysis of market trends and consumer needs, organising and
facilitating team brainstorming and ideation sessions, and exerting the most effort to shape the
final proposal and pitch for the innovation. I also served as the team's visionary and leader. The
final recommendation and the proposed solutions' viability were likewise placed in my purview.
The most fulfilling part of this project for me was viewing the finished proposal and seeing the
potential good it may make for the sector (Dvir, 2021).

Team objectives:
Making it easier for workers to get to know one another better is one of the aims of team
building. It gives me and the team a chance to get to know one another in a setting other than
work.
Team building activities are crucial for inspiring people to work more effectively as a team by
fostering stronger interpersonal bonds. The communication between teams and departments will
also be made simpler by me. The goal of team building exercises is to boost morale and
encourage cooperation. Through playing these games, they will improve their ability to work
together while having a blast. I'm not going to choke my employees. Instead, I will encourage
imagination and creativity with group activities (Mora-Whitehurst, 2016).

Feeling:
It was satisfying to see our efforts pay off as we came up with new concepts and settled on a
workable plan for a breakthrough in the food and beverage industry. I was under a lot of pressure
to lead the group and see the project through to the end. I was happy and proud of what our team
had accomplished when the project was finished (Lührmann, 2017).

Evaluation:
Overall coordination of team associates
In conclusion, I think I performed admirably in my roles as a visionary and leader, overseeing
the progress of the team members through each phase of Tuckman's theory. I was in charge of
organizing the team's work planning, budgeting, and operating procedures as well as leading
them through the stages of group development in my capacity as the team's leader and visionary.
Thanks to the other team members' and my own strict approach to conflict resolution, we were
able to reach our deadline. I successfully managed the team members as the project's leader and
visionary by developing a comprehensive plan, obtaining sufficient funding, and putting in place
open-book policies. My efforts allowed the team to work together and finish the project on
schedule (Rausch, 2020).

Objectives achieved in group work:

Herzberg's two-factor theory, which claims that two components—hygiene factors and
motivators—influence employee motivation and job satisfaction, is how I would evaluate the
performance of our group. We made sure that everyone on the team had access to the tools they
needed, including a clear strategy, enough funding, and well-established protocols and rules.
Second, I would consider what motivates people to put in a lot of effort and what makes a job
fulfilling. A person's desire can be fueled by external factors including praise from others,
possibilities for career advancement, and a sense of success (Sashkin, 2019).

Conclusion:
Weekly team objectives significance, achievement, and issues:
This project showed me the value of clear objectives, efficient coordination, and strong
cooperation in finishing a project successfully. As the project moved forward, I was able to help
my team pass through Tuckman's stages of group development by assigning each member a
specific function and encouraging productive teamwork. However, there were a few obstacles
and stumbling blocks that we had to overcome. We were able to overcome these obstacles and
succeed because of our group's strong organization, effective communication, and cooperation. I
think that by improving my budgeting, planning, and communication skills, I will be able to
effectively manage the group's workload and deliver the desired outcomes in the future.

Analysis:
Learning as a team member:
I was able to share my ideas with the team and get everyone on the same page with the project's
objectives because to my clear and straightforward communication. I acted as a mentor and
sounding board for my team members when necessary. I also handled conflicts that emerged
during the project and overcome obstacles. I consider myself to be a trailblazer and an innovator.
I would talk about how I was able to think creatively and come up with new and original project
ideas, as well as how I handled the identification process by conducting regular check-ins and
giving team members input.

The required development for becoming a leader and contributor:

Effectively conveying my vision and goals to my team members is one of my weaknesses as a
visionary and leader. In order to become a more transformative leader, I need to improve my
communication skills and encourage my team to do the same. Finding common ground and
promptly resolving problems are two leadership skills I can improve, helping my teams succeed
more. I intend to work on my communication skills, solicit input from my coworkers, and look
into the possibilities to be mentored or coached in order to make these improvements. By putting
the principles of transformational leadership into practice and focusing on these weak areas, I
can hone my leadership skills and have a bigger impact on the team's overall success.

Action Plan:
How to attain the identified development in the future:
I will do all in my power to express my ideas to the team, to listen intently, and to regularly offer
helpful critiques. If we can get everyone on the same page, we can avoid serious issues. I'd make
an effort to ask for comments from my coworkers with more vigor. If I were in charge, I would
put all of my time and effort into developing my leadership and management abilities.

How to grace the role of innovator and visionary:

In order to foster a team environment where new ideas are encouraged and research is tolerated, I
would encourage experimentation and creativity. By taking these actions, I can grow as a team
leader and creative thinker, which will enable me to contribute more to the team's success.

References:
Crosby, B. C. (2019). Leading across frontiers: how visionary leaders integrate people, processes,
structures and resources The New Public Governance? . 216-238.

Dinham, S. C. (2018). School climate and leadership: Research into three secondary schools. . Journal of
Educational Administration., 12-22.

Dvir, T. E. (2021). Impact of transformational leadership on follower development and performance: A

field experiment. . Academy of management journal, , 735-744.

Karwan, D. H. (2020). Principal Visionary Leadership in Public Junior High Schools in Lampung, Indonesia.
. Journal Pendidikan Progresif, , 1-10.

Lührmann, T. &. (2017). Leadership and identity construction: Reframing the leader-follower interaction
from an identity theory perspective. 115-127.

Mora-Whitehurst, R. (2016). The relationship between elementary principals' visionary leadership and
students' reading performance. . 220-420.

Rausch, E. E. (2020). Does education have a role in developing leadership skills? Management Decision.
111-222.

Sashkin, M. &. (2019). Leadership that matters: The critical factors for making a difference in people's
lives and organizations' success: Berrett-Koehler Publishers. 222.