Group Leadership Assessment Help

Executive Summary 

Group work is always beneficial for the growth of the members and the overall outcome of the project. You always get to learn so many things and skills. However, every group has to face certain challenges and then develop gradually in stages. Group work is like a roller coaster ride with certain ups and downs. There are many challenges, conflicts, and other issues that could affect performance. Each group member has different traits and styles of working on a similar thing. Each member has a different way of learning. Therefore, one needs to understand these things about their group members to work effectively. 

I also had the opportunity to work in a group for a project. The following sections of the report give a detailed analysis of the stages my group went through using Tuckman’s theory. Also, I assessed the leadership traits possessed by each of my group members using OCEAN theory. Then different learning styles are being analyzed. The basic purpose is to see the impact the individuals brought on the group’s overall performance. Later, an assessment of the group’s resolution has been done along with the challenge for the team to see the impact of power and influence in getting project outcomes especially after understanding its importance after COVID-19. The report is then concluded with the benefits this group project had for me and the things I got to learn through this project which would help me in the future as well. 

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Introduction 

Teamwork could provide students with the empowerment to look at the same thing from different perspectives. At the point when a student needs to examine a subject and discuss how to address it, he/she is compelled to tune in to others’ thoughts. Their thoughts will at that point impact your reasoning and expand your viewpoints. Your group mates aren’t simply individual students, they’re like your instructors. Not only that, you get to learn how to teach others yourself, as you discuss the project details with them. Teamwork enhances vocabulary (Drew). Overall it brings a positive impact on the project outcome (Editorial). 

Sometimes we join a group because of our affiliation, other times we are assigned to it. It is better to have a group with people you share similar interests and have the same goals. Groups that are formed to do particular projects or tasks need to first make some ground for each other. If anyone in the group goes the extra mile to do a task, he/she should be appreciated (Lumsden). Also, if someone is having low energy, there should be motivation from other group members for that person to be back again. Sometimes there is grouping inside the groups due to personal relations, but that should not get involved within the group’s professional task.   

Even though group work gives quite a lot of learning opportunities to the students, still there come some issues which are raised during group work. Therefore, group assessment is quite necessary. It is very important to analyze your group’s performance and see where were they lacking or how could they have been more productive. The group could be assessed based on the project, the product, the members, or some other evidence. The decision about what and when to assess the group work should be made while considering its effects on the students’ learning. Group’s assessment should be included in the overall assessment plan as it is quite significant (Group Work and Group Assessment, 2013). 

Last month, I was assigned to work in a group and there were five members with me, for a project. Our group went through different stages and had to face challenges during the execution of the project. However, the project was pulled off quite nicely. But as discussed earlier, the assessment of the overall execution of the project is necessary. Being a leader, I felt I should analyze the way the group was formed, and then executed their tasks, the way all the challenges were dealt with, and the individual performance of each group member. 

This case discussion involves a detailed analysis of the group project. The subsequent sections include our group functioning using Tuckman’s Group Stages theory, the leadership characteristics in each individual, and its impact on overall goals using the OCEAN model theory, the learning style of each member, and the final project assessment. The case also discusses the impact of power and influence in achieving outcomes, especially after a corona. 

Group Functioning w.r.t Tuckman’s Group Stages Model 

The process of effective group work does not start automatically. It is developed through multiple stages. Our group also gradually advanced towards being effective and went through multiple stages. Bruce Tuckman, a very famous scientist, mentor, and instructor of Educational Psychology at The Ohio University, gave a very well-known theory of five stages of group development to better understand the step by step team development process. The five stages include Forming, storming, norming, performing, and adjourning. Therefore, I have analyzed our group’s progress using this concept. 

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Forming Stage 

This is the very initial period. Mostly group members get to know each other better and break the ice during this stage. Each team member is quite uncertain at this point and has several questions that what would be the benefits for him/her in the project and what is being expected. The team is also looking for someone to take authority and emerge as a leader. The person with the most knowledge and control is expected to take this role. There are informal and social interactions within the group members to understand each other quite well and even assess how good a fit they could be in the group (The Five Stages of Team Development). 

I and my other group members also had this initial orientation period. We talked to each other, got to know each other’s interests, preferences, hobbies, and other general things. Then we discussed the project’s demands and benefits for us. We then shared all the existing knowledge we had about the project. We even went out for a hangout a couple of times so that we would become familiar with each other and then there is no awkwardness while working. I felt that this was quite necessary for the group as it later helped us work with each other, comfortably. 

Storming Stage 

It is believed that this stage is very crucial to go through successfully. During this stage, there could be conflicts and disagreements between the team members which could eventually cause negative competition. The members’ personalities emerge at this point and there is a probability that the performance could be affected negatively due to activities that don’t turn out to be productive. There could be several opinions of different group members on the same thing which would lead to battles. To pass this stage, the members need to overcome the hurdles by accepting individual differences and build some common grounds to work on in the future. Otherwise, the group could struggle in the long run (The Five Stages of Team Development). 

Our group also had to face issues during this stage as three of our group members conflicted budgeting of our project. They even got personal and the group was then divided into two sub-groups. The conflict wasted a lot of our time before we all decided to sit at the table and discuss all the matters. We tried to manage the conflict through collaborative conflict management techniques. This technique amplifies the self-assuredness and participation abilities of each colleague. We all talked up to express our needs, and after the full picture was painted, the group coordinated to do what was important, to address everybody’s issues to the maximum possible extent. Everybody became glad then (Cathy, 2019).  

Norming Stage 

This stage decides what role would be assigned to which team member. The leader or leaders of the group are decided. S the interpersonal differences of the group members are being resolved, there is a sense of unity and consensus being developed among the members of the group. The performance of the team is expected to be high during this stage due to cohesion. The members focus on the combined team goals and objectives to achieve. But one important thing to notice is that there is no re-emergence of further conflicts being raised and the unity remains strong as the team progresses otherwise it would again go to the storming stage (The Five Stages of Team Development). 

Our group worked quite smoothly during this stage as we all tried to avoid negativity and worked together on the project. We assigned the roles to each member based on his/her preference and capabilities. Based on knowledge and characteristics, I was encouraged to be the leader of the team which I accepted with honor. We became focused to achieve the end goal of the project and fulfill it right on time. 

Performing Stage 

This stage arrives when the team is mature and functioning well. The team members are committed to the team mission. The team is having a clear and certain structure. Even if there is any disagreement, the team members deal with it carefully and it does not affect the overall performance of the team. The team gets focused on problem-solving (The Five Stages of Team Development). 

Fortunately, my group was also very cooperative and focused on the progress of the project. We had a couple of conflicts, but they were resolved efficiently. The team was productive and committed. Therefore, this stage and the project execution went smoothly. 

Adjourning Stage 

This is the last stage where most of the team objectives are fulfilled. The team tries to wrap up the work as soon as possible. Final documentation is done and the efforts of the team members are recognized. In some cases, the team replaces old members with new ones if it has ongoing tasks. There is a farewell to end the group and project on a good note (The Five Stages of Team Development). 

It was hard for me to say goodbye to the people I worked with for a few months. We did the final tasks of the project and documented it. A couple of our group members worked extremely hard on the project. As a leader, I thought it is important for me to appreciate and acknowledge their efforts in front of others. So, we have an informal session after the project submission where we admired the work done especially by those particular members, and then had a farewell to properly say goodbye to each other and hence, adjourn the group on a good note. 

Leadership Characteristics w.r.t OCEAN Model and their Impact 

Effective leaders have a strong comprehension of the qualities, shortcomings, inspirations, and correspondence styles of each colleague and of themselves. Understanding character and assessments can assist and ideally improve individual and by and large group adequacy. Generally, the most notable and logically approved character model is the Ocean Model also known as the big five models. Understanding the OCEAN attributes in the work environment can give you a more comprehensive way to deal with evaluating, overseeing, and driving your group (Anonymous, Lead Your Team with the Big Five Model, 2013). 

I also considered defining the leadership characteristics of my group mates through which I can clearly understand what impact they could create on the project using this model. I found that all my group members had a certain trait(s) that could fit in this model as it helped in assessing the group mates’ personalities in any particular situation. The five major behaviors include Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. 

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Openness 

This personality trait is about being innovative, having curiosity, integrating new information and ideas in traditional approaches, and welcoming new ideas and experiences. Those people higher in this trait tend to be inventive, broad-minded, and inquiring and are more calculated, big picture thinkers (Anabelle, 2020). 

I observed two of my group members, along with me, were high on this trait as they always were open to new things. I think this personality trait amongst us helped us in thinking out of the box and do things in new different ways. We explored different options, had a strategic approach, and we’re ready to take risks. We tried new ways of solving old problems and were always ready to do something unique rather than traditional. Therefore, we achieved the goal of being innovative. 

Conscientiousness 

People having this trait will in general be sorted out, sincere, pay attention to responsibilities and once in a while fall into difficulty. They are more prepared, composed, objective orientated and favor structure; but they are also risk-averse, uncreative, and fairly exhausting (Anabelle, 2020). 

Two of our group members were high in this personality which helped in maintaining balance in taking and avoiding risk since we had people of both the traits. There was scheduling, the timetable for work, documentation, and maintenance of data of the whole project because of those group members. Therefore, we were able to deliver on time which was one of our goals. 

Extraversion 

This trait includes practices that are shown in group settings and are commonly worried about excelling throughout everyday life. At the point when somebody is attempting to impact or control others such standards of conduct frequently become self-evident. People high in extraversion seem to be self-assured, blunt, opinionated, and competitive. People lower in extraversion for the most part like to work alone and have moderately little enthusiasm for affecting or contending with others (Anabelle, 2020). 

All the members of the group including me possessed this trait. We were all outspoken and gave our opinions bluntly. There were disagreements and clashes because of that as well which led to competitiveness. People were trying to influence the group work which became a challenge, especially in the storming stage. This became a hurdle in our goals’ fulfillment. 

Agreeableness 

This personality trait tells how well a person can get along with others. People that are high in this trait are political, warm, agreeable, and hopeful. Those lower in it are more expected to show up as socially confused, cool, cranky, harsh, and to some degree negative. This quality basically concerns one’s requirement for endorsement (Anabelle, 2020). 

No one from our group had this personality. All of us had opinions and were open while sharing those. Due to which we had quite conflicts as no one was ready to give up on their own opinions and ideas. Everyone defended themselves and wanted to get ahead of each other. This was critical and it could have been better if we had people who were high on this trait. 

Neuroticism 

Neuroticism is worried about how individuals respond to pressure, change, or disappointment. People lower in neuroticism will in general be quiet, idealistic, and tough, conceal their feelings, and don’t think about slip-ups or disappointments literally. Those higher in neuroticism then again are energetic, touchy, surly, and restless and lose their cool when focused or reprimanded. This trait is difficult to identify during normal circumstances but could be distinguished during the time of uncertainty or stress (Anabelle, 2020). 

One of my groupmates was high on this trait. He was quite sensitive and would become nervous during crisis situations especially during conflicts. He could not handle negative feedback and was emotional. This made us realize the importance of word recognition and appreciation of those who would actually feel better after hearing it. We also made sure to work hard enough to not get any negative feedback as it would affect that group member emotionally. 

Learning Styles 

It is important to learn about the learning styles of people you are working with as it makes effective communication with them. This could especially help while improving one’s performance or training someone for something (Lisa). 

However, it is important to understand there are pros and cons of each learning style and there is no wrong or right style of learning. Knowing your learning style does not mean it limits you, rather it helps in grooming and expanding as it helps in working and learning even more efficiently (Rebecca). 

Therefore, a complete analysis of my group member’s learning analysis on the basis of Honey and Mumford’s learning styles has been summarized in the few subsequent paragraphs.  

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Activist 

Activists are individuals who learn by doing. They have to get into the activity and experience what they’re attempting to realize. These sorts of individuals regularly have a receptive outlook, they don’t come into circumstances with inclinations, they like to conceptualize, and they’re available to assemble conversations and critical thinking meetings (Steve, 2016). They don’t learn effectively when there is task repetition or when they have to work alone. Two of my group members had this style of learning due to which we had to build concepts and make things practical which increased group productivity. 

Theorist  

Learners who are naturally scholars try to comprehend the hypothesis behind the activity. They appreciate the following models and looking into realities to more readily participates in the learning cycle. They love understanding stories and statements, and they acknowledge as much foundation data as possible get (Steve, 2016). These learners don’t learn efficiently when they feel out of tune with their group or when they have to do something without any purpose. One of my groupmates had this trait and we had to bring all the theoretical knowledge for her in every discussion which gave us insights about academia which helped us in working on our individual tasks as well.  

Pragmatists  

Pragmatists need to realize how to try what they’re realizing in reality. They don’t care for theoretical ideas or games. They try different things with speculations, thoughts, and strategies and set aside the effort to consider how what they’ve done identifies with the real world (Steve, 2016). These people don’t learn properly when they have to work without any motivation for rewards or benefits or if there is something far from reality. I and one of our group members had this learning style and we believed in reality instead of just bookish knowledge. We always looked for motivation and benefits from our work and motivated others as well. We used to consider the practicality of things as well when we did the project which could be seen in our final work. 

Reflector 

These learners learn best by watching individuals and pondering what’s going on. They see from the sidelines and gather information, and afterward, they take the various encounters they’ve seen and pursued a suitable end (Steve, 2016). These learners don’t work efficiently when asked to do work without any plan or go for short cuts. One of our group members had this style, he used to observe and learn from what everyone was doing and notice minute details. This helped us in increasing group performance as he noticed the crucial things which we took for granted. Therefore, this helped us in giving attention to details. 

Assessment of the Resolution 

I believed that our project turned out to be excellent. It was highly appreciated by all the faculty. It showed the involvement of all the group members. It has theoretical as well as practical knowledge. The project report depicted the group’s ideas and personalities. The project was completed on time, there were calculated risks taken while doing the project and there was a balanced approach between applying old concepts and introducing new ones. The report was clear. Budgeting was on point. There was no communication gap between the group members. We became friends and developed relations on an emotional level as well. 

Our team was determined and focused on achieving the goals of the group. The team was target-oriented which could be seen in our final report as all our objectives were fulfilled. The team was professional when it came to working and was quite passionate about what they were doing. If one person got demotivated, others would boost him/her. Therefore, our project was a big success because of the combined efforts of the group. 

Group 3 Challenge 

Power and Influence in times of Corona 

Power is characterized as the capacity to work and to have an impact. We as a whole can work and have an impact and it’s by zeroing in on the impact we do have that encourages us to assemble a feeling of strength and individual force. We characterize influence as the capacity to impact the contemplations, emotions, and practices of others. We as a whole have this capacity we are largely leaders, paying little mind to our position, status, or conditions. We would all be able to impact others’, emotions, and practices. 

Truth be told, one thing to understand in the current circumstance is that individuals understand that they’re more significant and more powerful than they recently suspected. They are completely associated. In the current conditions, we can perceive how our decisions influence those in our nearby and we can get outcomes through our power and influence. Only those who had the ability to influence or had power survived during this time. Sometimes it is necessary to assert such things (Judith, 2020). 

Form of Power during this Crisis  

The power that could actually work during this crisis was the Expert Power and the Network Power. If we consider expert power, this type of power depends on knowledge, information, or aptitude. People who practice this power are regularly exceptionally canny and they trust in their capacity to satisfy a few authoritative jobs and duties. This capacity empowers them to join the intensity of remuneration in the correct mode. During the times of corona, only those who had the power of knowledge and were expert in their work survived because of their intellect, therefore, this power is necessary (Nitin).  

The other power useful during this crisis is the network power which creates influence by proxy and is all about networking. One can attain this power by gaining favor and being a source of information for the people he/she connects with. People during this crisis were able to pass because of their strong networking which supported them to sustain. Sometimes people are talented but they don’t have the network and hence, they fail. Therefore, this network is quite important (Vivian, 2013). 

Influence to Achieve Outcomes 

In order to influence the team especially during a crisis, building and keeping up a trust is very important as you can’t afford to influence others by promotions or monetary advantages. Without trust, leaders might have the option to constrain individuals to go along, however, they’ll never tap the full duty, abilities, and innovation the group can offer. Utilizing these resources is priceless while handling intense difficulties or rolling out key improvements, so trust is crucial. 

Individuals search for people who can value their weaknesses and, get them, uphold them, and guide them thoroughly. As a result, people will also take the influence of that person and start working better, resulting in better outcomes (4 Keys to Strengthen Your Ability to Influence Others).  

Conclusion 

I believe group work has turned out to be very beneficial for my personal growth and will help me a lot in the future especially while ensuring effective communication. I, now know that groups go through several crucial stages before giving efficient results along with the fact that each person in the group has different personality traits and learning styles. Also, I understood the significance of power and influence to get better results especially when there is chaos. I believe the analysis would help me quite a lot in the future. I also got to learn that performance start increasing eventually and group work is like a roller coaster and there are challenges, ups and downs during the whole process.  

Powerful cooperation and group work are skills that will be important for each person’s future vocation. A great many people work in groups, not all alone. This goes for entrepreneurs, who must help out their suppliers and their clients, just as researchers, who have entire groups of specialists they team up with. Hence, team management skills are significant. It does not matter whatever a person decides to do in the future, they still need to learn the fact that working in groups is always useful (Amanda, 2019). As it is very well said, “Talent wins games, but teamwork and intelligence win championships.” –Michael Jordan (Kerpen, 2014). 

References 

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