Group Dynamic essay

Answer some of the prompts below within 1 page (question 1-5).1. What are your strengths when providing feedback to others?
2. In what ways do you struggle when providing feedback to others?
3. What tips/strategies from Adam Grant’s podcast did you find most useful when it comes to giving or receiving feedback? Why? (Refer Post 1 below + check Reference)
4. Consider both Harvard Business Review articles provided this week. What advice from these articles did you find useful? What did you disagree with? (Refer Post 2 below + check Reference)
5. Be ready to share tips and strategies on how to provide feedback to others during our weekly discussion.
1/ Post 1:
Adam Grant talks about the three basic kinds of people in the workplace, including givers, takers, and matchers. Grant defines takers as self-serving individuals in their interactions (Adam Grant, TED, 2017). They are always concerned about what you can do for them. Furthermore, Grant indicates the opposite of takers as givers. Givers approach interacts by asking what they can do for you. Another group of people is matchers who choose between giving and taking. Matchers try to keep an even balance of giving and taking (quid pro quo). They always claim to do something for you if you do something for them. Grant says that the data he gathered from hundreds of salespeople proved that givers are the best performing people in the workplace (Adam Grant, TED, 2017).
From Grant’s definitions of a giver, taker and matcher, I believe that I am a giver. I am always ready to help my colleagues complete their workloads without expecting a payback. My giver personality has really changed my group’s perception about working as a team and helping each other accomplish individual goals (Adam Grant, TED, 2017). In the past, some members would not meet their workload deadlines; however, my giver personality has changed the group’s perception to always support each colleague in meeting their task deadlines.
-Reference
Grant TED. (2017, January 24). Are you a giver or a taker? | Adam Grant [Video]. YouTube. https://www.youtube.com/watch?v=YyXRYgjQXX02/ Post 2:
“How to create executive team norms and make teams stick” 2017 is an article by Sabina Nawaz. The article talks about a set of norms that executive teams regularly follow to help team members understand each other’s objectives. A set of norms increase trust among employees in the organization (Sabina Nawaz, 2017). Executives should follow five basic steps to generate exceptional team norms and put them in practice. First at all, identification of successful norms based on the previous experience. Divide norms into behaviors, commit to five or fewer norms, develop a recurring plan and lastly produce a system of mutual responsibility. A clear understanding of working together and stick to the agreement is important to creating a strong performing team (Sabina Nawaz, 2017). This allows the creation of a high functioning team capable of attaining extraordinary results. Personally, the idea of team norms helps to guide and direct behaviors of team members. Similarly, it offers order and predictability in social connections. Lastly, it makes sense of understanding of other’s actions.
How do you enforce executive team norms in a firm?
-Reference
Sabina Nawaz (2017). How to create executive team norms and make teams stick: Influence Success. Harvard Business Review.
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