Transformational learning is about a dramatic change in the way we see ourselves and in the world in which we live. The first of the four stages of transformational change is recognizing a significant problem, when applying to this in your life you have to start by figuring out what it is. Second stage is confronting it intensely when you do this you will have to talk about it and stay calm. The third stage is finding solutions when this is done you have to figure out what the problem is, sit down and start finding the solution and maybe write it down. And the fourth stage, integrating a new perspective and a new set of perspectives meaning finding a problem or pattern in your life that is different or try and do something different.
In extreme cases the team can become stuck in the storming phase. If a team is too focused on consensus they may decide on a plan which is less effective in completing the task for the sake of them. This carries its own set of problems. It is essential that a team has strong facilitative leadership in the phase. Norming: As the team moves out of the storming phase they will enter the Norming phase.
Common Barriers to Effective Teams Challenges of Knowing Where to Begin At the start of a project, team members may be at a loss as to how to begin. Also, they may have reached the end of a task but are unable to move on to the next step or put the task to rest. Floundering often results from a lack of clear goals, so the remedy is to go back to the team’s mission or plan and make sure that it is clear to everyone. Team leaders can help move the team past floundering by asking, “What is holding us up? Do we need more data?
A one-to-one conversation held between people who are not familiar with each other “should always try to create the right kind of impression and feeling.”(Stretch & Whitehouse 2010 p.4) Once the right kind of feeling is shared between both individuals, the conversation sandwich (Asbridge, L et al, 2006 p.3) suggests that at this point both persons are now more likely to be discussing a more comfortable topic which they both want to talk about. During this period it is very important to listen, give a good expression and show that you are understanding and interested in what the other person is saying. After passing this stage it is vital to end the conversation with the right kinds of feeling that is ending some statements which reflect some
Creating a vision and the strategies for achieving the vision will help expedite the change. (Kotter, 1996, 1998). 4) If people do not know that change is coming or has occurred, they are more likely to resist the change. 5) Remembering once again that people tend to prefer the status quo and are apprehensive about new experiences, they must be encouraged or inspired to change. Also, if you want them to do something new, you will probably get more cooperation from them if you teach them how first and then give them
Consider the consequences and imagine the worst possible scenarios. Reflect and see if you need seeking advice from your other colleagues. Their counseling might be helpful, before you eventually choose to go higher up and talk to your boss, but remember, it is your complaint and you need to choose the right person in order to be able to complain effectively. Second, select the appropriate time to complain. See whether your boss, or the supervisor, or the person of your choice is available.
Taking control of my choices and not being a victim of the change life is going to throw at me is another role that is important on my way to success. If l let life get me off course I am going to have a hard time getting focused and getting back on track so it is best for me and others to avoid it before it happens. Also having a good self-image will help me understand my self even more. If I know what is going on inside the world and out, it will help me to stay on course and on a good road to success. Another thing would be to know how to understand my tolerance for risk and how to push past barriers and other obstacles that will be in my path to success.
David Kolb published his learning styles model in 1984. Kolb's learning styles model and experiential learning theory are today acknowledged by academics, teachers, managers and trainers as truly seminal works; fundamental concepts towards our understanding and explaining human learning behavior, and towards helping others to learn (www.businessballs.com 2003-2012). Kolb’s experiential learning cycle describes a four stage cycle to explain learning. He says that the first stage, concrete experience is doing(observing), the second stage, reflective observation is thinking(reflecting), the third stage is abstract conceptualization is speculating(generalizations) and the last stage is active experimentation which is experimenting(testing implications). Kolb points out that this cycle recurs continuously.
When communicating with other people, it is important to adapt to meet their needs. If I am trying to pass on information to someone who is not in the area I work , it would be unhelpful to use wording that they would not understand so what I would have to do is put it to a point where they understand as to what I am saying. When speaking to a parent who is upset or angry, I must remain calm and ensure that the instructions i give them are