BSBINN301--A Promote Innovation In A Team Environment

BSBINN301--A Promote innovation in a team environment

XIAORAN GONG (C62726)

Task1:

I selected the first idea—to create the most original and interesting theme for the end of year graduation party.

I would like to work with the market department.

The roles of each member will divide the following: A leader/organizer A preparatory group (2 or 3 people) A support group (2 or 3 people). A planning group (3 or 4 people) An advocacy group (3 or 4 people) A budget group (2 people).

The skills the team members should innovate: Communication, Logistics, Decorations and Entertainment.

Form the above skills, the logistics skills would be the gap, because If it's a big to-do, do you need to rent a party tent, tables and chairs, a sound system, cups, plates, utensils, coffee urns, chafing dishes, or other party hardware? Can you hire help? Can you enlist a couple of friends? Also think about parking, bathrooms, and where to throw the coats. Does your 80-pound dog like to leap on guests? Is anyone allergic to your cat? All of these might stop me form achieving my goals.

An innovation team will be:

·  Foster a safe and open team environment

·  Spark creative solutions to pressing business challenges

·  Enhance feedback, communication and meeting skills

·  Sharpen team problem solving skills

·  Increase synergy, trust, and commitment

·  Clarify agreements, standards, and next steps

·  Provide the positive momentum your team needs to succeed

Team Innovation is not a magic pill, but it will work magic. How? By creating the kind of learning environment that allows real behavioral change to happen. If your team (or department) lacks an inspired vision, needs to tackle business challenges more creatively, or simply needs to step back and explore better ways of working together, Team Innovation is for you.

We base our working relationships upon trust and respect and recognize the contributions of every member of the team. We value the unique qualities, abilities and perspectives each person brings to a challenge or opportunity, and we also know that as a team we can achieve together what would remain out of reach for us individually. And we communicate openly and candidly with each other and extend our respect and team spirit to customers, partners, suppliers and the communities in which we live and work.

The meeting schedule:

·  Choose a theme

·  Make a guest list

·  Pick a date and time.

·  Decide if it will be indoor or outside.

·  Decide if you will have it at home, go to a park, or pay for a hall.

·  Decide on the day's activities; what time to eat, what games to play, what crafts to do, etc.

·  Order your party supplies; including favors, decorations, wrapping paper, tape, plates, plastic ware, cups, and piñatas.

·  Order your entertainment; get written receipts and read those contracts. (i.e. music and DJ, magician, clown, farm animals, balloon bouncer, etc.)

Meeting agenda:

Meeting Agenda
Start at 10:00 a.m. in Meeting Room
Item / Responsible / Time
Opening Remarks / Leader / 5 min
Membership Report
-Intramural report
-New member program intro / Leader / 5min
Party Theme discussion / Team / 1 hour
Guest Speaker / Sponsor / 15 min
End at 11:25
Let's keep on track!

Task2:

These are team ground rules that will define how my team is going to operate.

·  Start the meeting on time

·  Have a prepared agenda with an objective and expected outcomes

·  End the meeting on time

·  Parking lot discussion items that don’t relate to this meeting’s objective

·  Complete action items as committed

·  One person speaks at a time

·  All team members are equals

·  Leave rank at the door

·  Address conflict by dealing with the issue not the person

·  Turn of cell phones / pagers

·  Notify the team in advance if you will be absent

·  Listen actively

·  Be a participant, not a lurker

·  Have fun, but not at the expense of someone else’s feelings.

·  Be present, both physically and mentally.

In my role of Team Manager I will need to communicate effectively with a number of key people including team members, the team coach, officials, administrators, parents/guardians, other managers, the media and others.

Effective communication is a two way process; it’s about giving and receiving information. This sounds simple, but is not always easy because we all have different thinking and presentation preferences. Research undertaken by the psychologist Albert Mehrabian relating to face to face communication concluded that over 90% of information is conveyed non-verbally i.e. without words. The impact of my gestures, expressions, signals and the tone, pitch, volume and speed of my voice can be more powerful than the words you use, so I need to be aware of the impact your body language can have on the interaction.

It takes only a few seconds to form an impression that means we are often being ‘judged’ by those we meet even before we have opened our mouths! This doesn’t mean that the words we use are unimportant, merely that effective communication requires congruence i.e. if what we say, how we say it and how we behave are aligned we are more likely to get the desired outcome.

As communication is a two way process we only have control over part of the interaction. Whether or not a person is ‘receiving’ what I intended depends on a variety of factors, some of which are out of our control. It helps if we know something about the person or people we are trying to communicate with, particularly if we want to influence them.

The responsibilities are allocated by: create, plan, execute and promote.

The team and individual schedule:

·  Choose a theme (team create individual)

·  Make a guest list (plan individual)

·  Pick a date and time. (Plan individual)

·  Decide if it will be indoor or outside. (Execute individual)

·  Decide if you will have it at home, go to a park, or pay for a hall.(Execute individual)

·  Decide on the day's activities; what time to eat, what games to play, what crafts to do, etc. (plan individual)

·  Order your party supplies; including favors, decorations, wrapping paper, tape, plates, plastic ware, cups, and piñatas.(Execute individual)

·  Order your entertainment; get written receipts and read those contracts. (i.e. music and DJ, magician, clown, farm animals, balloon bouncer, etc.)(Promote individual)

The following steps happen to coincide with a roadmap to transition me from low performing to high performing:

·  Internal Assessment: Identify the internal and external client’s services, team members.

·  Assess Current State: Establish a client feedback strategy; identify current levels of members and client satisfaction, expectations and priorities

·  Desired Future state: Create future service and mission statements

·  Priorities for Improvement: Identify areas for potential improvement

·  Set standards and targets: Set improvement targets; set client driven service standards

·  Design Improvement Plan: develop an action plan to obtain improvements for each goal; identify responsibilities; defining a schedule; allocating resources and responsibilities

·  Implementation: Implement the improvement plan

·  Monitor: monitor and measure progress, ensure accountability for results

·  Recognition: Establish, monitor and maintain a member recognition program

Performance is not only limited to goal setting and motivation but can be related to goal setting and feedback. Reward systems that organizations set up for self-managed teams can come in the form of feedback. Organizations can use commission for teams as a form of feedback. For instance, teams that meet their goals would receive the entire commission set forth and the teams that do not meet their goals would not receive their full commission. This will present feedback from the organization to the team, and teams not receiving full commission will have to set higher goals or work harder to accomplish their goals in the future in an attempt to collect full commission. The tendency to exert greater effort in goal accomplishment creates motivation through feedback. Organizations should also set up reward systems as team-based. Team-based goals are more effective than traditional bureaucratic reward systems.

The discussion time depends on the multiple factor, such as meeting environment, the state of mind of team members and meeting seclude.

Task3:

If a teammate suggests something, always consider it, considering the group's ideas shows you're interested in other people's ideas, not just your own. And this makes everyone a good team member. After all, nobody likes a know-it-all. When a call for help comes from a fellow team member, the others should carefully examine their own responsibilities and available skills or time to see if they can help. It's in the best interest of team members to support each other, especially when the team's performance is judged and rewarded as a whole. The time might come when the team member who has been asked for help, needs help himself. If help cannot be offered, the team should pull together and determine how to be revising the plan or bring in additional resources to get the plan back on track.

It was hypothesized that individuals who perceived greater support for innovation and greater resource supply would exhibit more innovative behavior. First behavior is leadership and innovative behavior model. The three approaches to leadership used in this study are reviewed below: leader-member exchange (LMX) theory, leader role expectations and Charisma. Second is problem-solving style and innovative behavior.

The following methods will help me to encourage opinion sharing in the team and meetings:

1. Establish a set of rules. Setting ground rules is a good place to begin. Your rules should include no interrupting anyone who is speaking in addition to no criticism of ideas (such as "That would never work," or "Horrible idea!") Make sure the environment is comfortable.

2. Encourage participants to build off each other. Even if one idea doesn't work, encourage the other participants to take the idea and build on it.

3. Break up into smaller groups. Many people are intimidated from speaking out in front of large groups of people. Instead, break up into several smaller groups and have everyone take notes.

4. Provide positive feedback. People are more likely to share when they receive positive feedback for their efforts. Comments such as, "That's a great idea," or Thanks for bringing that up," will encourage people to share opinions more in a group setting or in a meeting.

5. Invite people to speak ahead of time. Ask the quieter or reserved members of your team ahead of time if they would mind sharing a few ideas at the upcoming meeting.

Challenging ideas during meeting can inspire positive actions. They can also motivate behavior that some consider objectionable or even challenging ideas in the team can inspire positive actions. They can also motivate behavior that some consider objectionable or even potentially creation. We can create positive actions by challenging ideas that we disagree with.

Task4:

Reflection is an invitation to think deeply about our actions so that we may act with more insight and effectiveness in the future. It is probably something you do already: processing, analyzing, and integrating your experiences through writing, discussion, etc. As related to service, reflection is the use of creative and critical thinking skills to help prepare for, succeed in, and learn from service experience, and to examine the larger picture and context in which service occurs.

An effective reflection activity should:

·  Have an outcome in mind (i.e. leadership, team building, improved critical thinking, acknowledgment)

·  Be appropriate for the team (age, culture, etc.)

·  Happen before, during, and as soon after the service experience as possible

·  Be directly linked to the project or experience

·  Dispel stereotypes, address negative experiences, increase appreciation for community needs, increase commitment to service

·  Be varied for different learning styles, ages, etc.

·  Actively involve the service recipients for a really compelling reflection session

·  Be facilitated well for maximum participation, creativity, and learning

The challenges I can come across when being innovation:

Challenge1: what to change?

Challenge2: understanding innovation.

Challenge3: building an innovation environment.

Challenge4: high involvement innovation

Challenge5: dealing with discontinuity

Challenge6: managing connections

Change mays have already occurred or are underway. Therefore, if I wish to see opportunity you need to be aware of change. I have built on the framework to identify sources of new innovation opportunity:

1.  The Unexpected: one of the richest sources of new opportunity is unexpected success. This is what happens when, after a period of tinkering and messing around, you wake up one day and realize that you have created something that may be of huge innovation value to others.

2.  The Existing: existing ideas are ideas that are “borrowed” from others.

3.  Incongruity: an incongruity is a discrepancy between what is and what ought to be.

4.  New Knowledge: knowledge based innovation is what many perceive to be the panacea of entrepreneurial activity. Knowledge-based innovations attract publicity and attention.

To recognize some is to acknowledge implicitly or explicitly that I am aware of and value their contribution, recognition is usually a two way process: good secretaries will make sure the leaders is aware of their triumphs just as good the ream make sure their secretaries know they are appreciated.