Team Development Report 2022

Running head: TEAM DEVELOPMENT
TEAM DEVELOPMENT
Name of the Student
Name of the University
Author Note

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Introduction
Change is an integral part of any enterprise. All enterprises and individuals would be
required to see to it that they are being able to undertake initiatives with the help of which they
are being able to abide by the change management procedure in an adequate manner and at the
same time are also being able to ensure that it results in positive outcomes (Driskell et al. ,2018).
In association with this, it can be effectively mentioned that the main aim of the report is to
outline the concept of the change management, discuss the manner in which the change
management as a procedure can be carried out in an adequate manner and additionally, also gain
an understanding of the way in which a firm will be able to benefit from the change (Miller,
2003). The report is a group exercise which will take up the change program and this will then be
followed by the analysis of the way in which the team has benefited from the team development
exercise which was carried out and the way in which the enterprise benefitted in the long run.
Change management and principles
The change management can be adequately defined as the discipline which tends to guide the
various businesses regarding the manner in which they prepare, equip and the support the
individuals accordingly. In addition to this, the change management is aimed at driving the
organizational success as well as the outcomes (Wirtenberg, Russell & Lipsky, 2008). Although
it has to be agreed that all the changes are unique, the different change management procedures
have a systematic procedure which facilitates the change procedure and guides the different
businesses to perform accordingly. Some of the key principles of the change management
procedure can be mentioned to be as follows:
1. The human side of the change procedure has to be addressed systematically. This means
that, in case in the change initiative involves the human participants, then in such a
scenario, it becomes effective for the firm to ensure that adequate change knowledge is
given to these participants in an adequate manner.
2. Another initiative which has to be taken can be stated to be the fact that the change
procedure has to begin from the top. In association with this, it ca be stated that when the
entire enterprise is always involved in the change procedure then in such a scenario, the
change management can be facilitated in an easy manner (Todnem By, 2005).

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3. The third procedure which has to be taken in this procedure can be mentioned to be the
fact that the enterprise has to involve every layer of the enterprise (Mackey, 1999). The
change is required to be cascading throughout the firm in an adequate manner.
4. It has to be considered critically important that the enterprise would be required to make
a formal case as well. In association with this, it is essential that the enterprise heads in
the right direction by undertaking all associated initiatives (Lacerenza et al., 2018). In
addition to this, it can be considered to be essentially critical that the change drivers must
be identified adequately
5. Another principle of change management is that there need to exist drivers for ownership
for the change model. This means that there needs to exist an owner of the entire
procedure who will undertake initiatives to ensure that, the entire change management
procedure can be carried out effectively (The Presencing Institute ,2011).
6. Lastly, communication can be considered to be the key to success. All change leaders as
well as the drivers need to be aware of the fact that in order to engage in long term
success, being a driver of change is critical but on top of that, the enterprise also needs to
engage in adequate activities through communication and transparency.
Explanation of three learning disciplines examined
The three different learning disciplines which have to be taken care of before undertaking
the change management procedure can be referred as to the Personal mastery , the mental models
and the shared vision.
 Personal mastery: This simply means that the learning in an enterprise can be encouraged
only through personal mastery. Here the dependence needs to be on clarifying and on the
personal vision as well. In association with this, it is effective to state that, it is a process
which goes beyond the competence and skills although it involves them as well. An
individual must always be up for learning new aspects as the journey is rewarding and a
lifelong discipline.
 Mental models: The mental modes can be referred to be the assumptions that influence
our understanding of the surroundings and influences our overall decision making as well

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(Woodcock, 2017). This means that the inner meaning of the world needs to be brought
internal and our own self needs to be examined with scrutiny.
 Shared vision: Lastly, the shared vision as an aspect tends to promote that while carrying
out the procedure of the change, building a shared vision is integral and that when
different individuals from different backgrounds come together, they create an
atmosphere which encourages a sense of purity and the personal visions get transformed
into the shared ones.
Team selection and sector of the organization
The team which was selected for the purpose of the analysis can be stated to be the
Finance team of the ABC consultants. The ABC consultants is a consultancy team which was
essentially involved in providing legal as well as financial aid to the different individuals and
hence their finance team has taken up for the plan (Hayes, 2018). The business is a privately
owned profit venture and the team which has been chosen for the purpose of the assessment can
be stated to have been chosen for the development is a Functional team. The team can be
mentioned to be a permanent team which is engaged in such type of an operation regularly.
Team exercise plan:
Schedule of the fist team development session
Roles of team members
The team comprised of eight different members and each of them was given different roles in the
team. The designation and associated roles of the team members in the team can be stated to be
identified as follows:
Name of the team members Designation in the firm

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John
Financial advisor
Mary Accounting executive
Smita Accounting head
Charles Accounting senior
Lizzie Advisor
Harry Senior Manager
Martha Financial manager
Scheduled meeting and time
The team development activity was held in various shifts and the timing which was
selected for the shifts can be stated to be as follows:
First shift: 10am to 1pm
Lunch break for one hour
Second shift: 2pm to 4pm
The date when this scheduled meeting was held was on the 4th of April 2020 at the conference
room.
Problem to be explained
The problems which were being faced by the enterprise can be understood to be related to
the problems of the cultural diversity and associated age and gender differences as present in the
team. It can be mentioned to be effective to state that for an enterprise to engage in long term
success, they need to be free of all kinds of differences as well as the associations which take
place. In the case of the team development, it was found that the enterprise was involved in these
issues which was this hampering the productivity of the team and hence, it was essential that the
problem is being dealt with in an effective manner (Senge et al., 1994).

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Learning discipline to focus on for the team
The learning discipline which was chosen for the purpose of the team can be understood
to be relating to the aspects associated with the mental models. The mental models is a learning
procedure with the help of which the different enterprises often engage in considerate procedures
with the help of which they are successfully able to take considerate procedures with the help of
which they can easily understand the manner in which the firm tends to perform and how the
these aspects will have the capability to influence the operations of the company and engage in
long term success.
Process
The process which will be made use of to engage in the mental models can be understood
is through a presentation of the different activities which are undertaking in the enterprise and in
the various other enterprises as present around the globe (Mohr & Dichter, 1996). It can be
effectively mentioned that, for a firm to engage in long term success, the employees need to be
made aware of the associated problems which take place around the globe and the manner in
which it impacts them (Gill, 2002). Diversity is a common problem which takes place and in
consideration of this, it can be stated effective to mention that if the members are made to feel
about the overall associations and scenarios, then they will be able to engage in effective
operations.
Rationale
The rationale behind this manner of procedure is to make the employees aware of the
process and to provide them with considerate associations in regards to which the problems of
diversity performance and the team developments can be dealt with accordingly.
Team development exercise used
The team development exercise which has planned to be made use of can be understood
to be the Interactive group exercises where the team members of associated teams will involve in

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single group and they were given role plays to solve small tasks (Farrell, SCHMITT &
HEINEMANN, 2001).
Post-session summary:
Description of the team development experience
The team development session can be understood to be a comprehensive one. In
consideration of this, it can be effectively understood that, the mental model as a learning theory
was applied and in association with this, considerate initiatives were undertaken with the help of
which, the firm will be able to engage in operations were successful (Easterby-Smith & Lyles,
2011). Through the exercises a series of initiatives were undertaken to deal with the diversity
issues in a similar manner.
Successful and unsuccessful aspects
The successful aspects can be agreed to be as follows:
1. The members were taught about respecting the different diverse groups
2. The gender issues were dealt with
The unsuccessful aspects are as follows:
1. Not all members participated in the procedure.
Lessons learnt for team facilitation, including both planned and unplanned journeys that
resulted
The lessons learnt were that an ice breaking scenario is critical and that the facilitator also
has to undertake various steps to ensure that they are being able to engage in successful
operations in an adequate manner (Fransen, Weinberger & Kirschner, 2013). Moreover, a one to
one session is essential before commencing with the team operations.

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Lessons learnt for discipline and its potential for assisting the group to examine itself,
choose new direction, and commit to that direction
The lessons learnt for the discipline are the importance of the various learning models. In
addition to this, it can be effectively mentioned that considerate initiatives can be undertaken so
as to ensure that the problems in the teams can be dealt with in an effective manner and this
discipline also enabled considerate understanding of the initiatives to be taken.

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Woodcock, M. (2017). Team development manual. Routledge.