Analysis for the Army Crew Team Essay

Also working in a team give people the chance to be supportive with each other and help one another.

Team members need to know that problems encountered can also be used as a teaching tool and their input is , damages for mistakes that have been made. Everyone makes mistake and staff need to feel that they won’t be punished, but if they are held accountable that the discipline be done quickly so they are not walking around with a feeling of impending doom. All staff at some point will have corrective action, but it needs to be fair and a teaching plan must be done.

Sports management is a really broad field, therefore I decided to focus on my minor and one of my major interests of this field: coaching. In this paper I will be explaining my personal five building blocks that make up a well-rounded coaching philosophy and coach. Those blocks are; leadership, organization, attitude, respect, and resiliency. Each of these five aspects are equally important and balance each other out. Leadership, the action of leading a group of athletes towards a goal. Organization, being able to organize a team and have a plan in order to help the team achieve goals. Attitude, it is very important for a coach to have a winning and positive attitude that is contagious to the players. Respect, there has to be a good

Cons: Incur loss in the first year; hard to find an advisor whose work ethic and values are similar to the company’s; takes time and effort to train

The fourth step is to identify the root causes. In this case, the root cause of the problem appears to be the teammates inability to consistently attend practices. It is possible that his inability to attend practices is because of other commitments he made. The reason causal factors like frustration and a lack of trust seem to exist between teammates is because of consistent losses or lack of wins during games. The fifth and final step is to recommend and implement solutions that will also keep the problem from reoccurring.

3.1 Assess the process for monitoring team performance and initiate changes where necessary 3.2 Evaluate team performance against agreed objectives of the plan 3.3

My team has a number of strengths. First of all, it is the flexibility of majority of team members, thereby creating an effective team. The team members, although they come from different units, they are capable of accommodating each other’s views resulting in a strong team.

• use strategies for promoting collaborative decision making and problem solving, facilitating team building, and developing consensus.

The third team problem was that norms and values were not identified. Their main problem was the repetitive decision making process with no consensus.The objectives of their meetings where not stated nor was there proper time management. Henry should prepare an agenda of objectives and communicate them clearly to the group prior to the meetings. He should appoint Dana as minute taker for the meetings to ensure schedule is followed and necessary post meeting actions clearly stated and executed.

Another benefit is that conflicts are solved properly. There will inevitably be disagreements when a group of people from different background are put together. When conflict arises in teamwork situations, employees are forced to resolve the conflicts themselves instead of turning to management. Learning conflict resolution is a skill that

The coach also does not create any positive feedback for the weaker links on the team to work with. Instead of telling the team they ALL did well, the coach focuses on who are the better athletes. As a result, the members feel

Communicating in Teams. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Following spring break, varsity team members became unhappy and critical of one another. These behaviors were an early indication of a lack of trust needed to be addressed immediately. Trust is paramount in crew. It is important for team members to trust others to correct mistakes, allowing the boat to regain balance and maximum speed (Snook & Polzer, 2004). The early lack of trust among Varsity team members later resulted in a fear of conflict, lack of commitment, avoidance of accountability, and inattention to results by team members. This was verified by a diagnostic tool described Lencioni’s book The Five Dysfunctions of a Team. In order to have been successful, the Varsity team would have to trust one another, engage in unfiltered conflict around team issues, commit to decisions and plans of action, hold one another accountable, and focus on the achievement of collective results (Lencioni, 2002).

Without trust among team members and having fear of conflict due to the ability to engage in unfiltered debate leads to no commitment in the team. Without these first steps team members have no base to hold each other accountable for their actions. Causing team members to put their individual needs first.

This has numerous benefits, from being able to stay focused to building rapport with your team player or workers, to even resolving conflict and reducing stress in the long run.