Saturday, December 5, 2009
Blog#7 from Lau
Teaming
I have revisited a book by the title of “Asian Values Western Dreams” by Greg Sheridan, a book written post 1997 Asian financial crisis on various debates, interviews and encounters by the writer with academic leaders, politicians and journalists in Asia on Asian values and Western dreams. The book was published in 1999, post financial crisis, when there were a series of change of leadership took place consequently in Asia and South East Asian countries. I bought this book when I was very much into leadership studies between 1999 and 2001 a period of post financial crisis where there were uncertainties and also period of in search of answers. I spent time to studies some of the characters and behaviors of the leaders both Western and Eastern leaders including corporate leaders, politicians as well as religion leaders if there is any similarity among them. In fact we all do have all the leadership qualities and behavior demonstrated by the successful leaders around us based on the vision and the value systems instilled in us. How we demonstrate that in our daily lives is very much depends on our upbringing, cultures, value and believes system and also how fast we can response to situation that we need to make decision objectively leading towards team or personal goal. Thanks to this AACE course, I started to do it again to go back to study desk to put in effort to learn both “soft” skill and “hard” skill (EE, HU, TCM and etc). There may be certain qualities or traits which are very significant among us, but there are still others that we need to practice in order to have all the characteristic and behavior instinctively perform according to the situation based on the fundamental value systems instill with us or believe we have. However value systems, which interrelated with our culture and upbringing, are often hindering the speed how we react and respond to change or we are just too polite to be confrontational not until the situation becomes critical.
TRANSFORMERS have since been formed for 2 months for a common goal as stated in the team agreement. After 2 months of teaming, it is time to looking at what we have achieved and to decide a way forward. By looking at the results (project report) received as of week 8, by having an overview on individual team member weighted SPI for 3 deliverables, without considering Control, (Mapping, 24%, Paper; 38% and Questions; 38%), we can see the team distribution as follows:
Figure: Transformers individual team member SPI - information based on WK 8 team report
Based on information we have, TRANSFORMERS is not fully operational as a performing team yet. If we divide the group according to the SPI range, this has resemblance to Tuckman’s model whereby there are group of team members that are performing, these group of people needs minimal interference or supervision from the leader. There is group that is norming and there are also team members (with SPI less than 0.5) that need much support, attention, coaching and direction to move forward. This team of people can seek for help from other team member as well as team leader (Project Manager, Program Manager and performing team) for support and coaching in order to improve the SPI for the particular group as well as TRANSFORMERS as a whole team. Or for worst case, we need to decide if we need to vote-out the under performance team member and redistribution the work across in order to forward as a renewed team. Justification of removing a team member can be based on engineering design and analysis process to determine if this alternative is viable to implement or not.
Note: The SPI data shown above is a reflection situation as of WK 8 and is not the ultimate performance indicator of the particular group or team member.
# posted by Lau @ 12/05/2009 03:01:00 PM 
Comments:
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Very interesting numbers, Lau!!! Am eagerly awaiting the first draft of your paper, as I hope it will illustrate some interesting insights.
Can you compare by company? By country? By Age? By gender? Even though this is a very small sample size, I am very keen to see if the data indicates anything of interest....
Keep up the good work!!!
BR,
Dr. PDG, back in Jakarta
Can you compare by company? By country? By Age? By gender? Even though this is a very small sample size, I am very keen to see if the data indicates anything of interest....
Keep up the good work!!!
BR,
Dr. PDG, back in Jakarta
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