Learning Outcome Day 4
During the 4th day I have learned more in regard to formulating your team, and how to manage them through time of conflict such as:
When hiring a manager should be evaluating candidates against their current role not the previous, and the previous role performance review is not relevant as the current one.
Nevertheless, when working in team we tend to work with the Spotlight approach as we go with what we know but not what we are uncertain of. Additionally, team conflicts is unavoidable and it happens usually among teams, however a team manager/leader if he dealt efficiently with conflicts then he should be able to leverage differences among team members.
Some tactics to minimize conflicts is the breakdown teams to smaller size minimize conflicts, and to be careful/wise listener, and caring criticism by training them and discuss the issue not the person.
When conflicts arise behaviors against conflict might change in teams, there are avoiders whom they wish the conflict go away. There are accommodators, and competitors. Lastly, Compromisers whom reach the situation of no one wins but lose a little to gain a little, and the better behavior is Collaborator, whom looking for win-win situation.
Intervention of conflict management such redesign team, task process coaching, conflict process coaching, and changing individuals in the team are the best management techniques.
Last but not least, creativity is wrongly associated with teams, however, it is more associated with individuals. Nevertheless, characteristics of creativity: fluency flexibility and originality
