Detailed Reflection on Room 208 Project Experience: Lessons Learned

This assignment is a reflective journal documenting a student's experience during a project in Room 208. The student uses the Gibbs reflective cycle to analyze challenges related to time management, communication, and team dynamics. The reflection details initial feelings of exclusion and insecurity, stemming from miscommunication during team allocation. The journal explores instances of conflict, misunderstandings, and the student's eventual removal from the team. It examines the application of problem-solving techniques, such as the Kilmann model, and the evolution of the team's performance. The student reflects on lessons learned about effective communication, interpersonal skills, and the importance of teamwork. The journal concludes with an action plan for future scenarios, emphasizing the need for improved communication and proactive conflict resolution. References to relevant literature, such as Boud, Keogh, and Walker's work on reflection, are also included.

Running head: REFLECTION ON MY EXPERIENCE IN ROOM 208
REFLECTION ON MY EXPERIENCE IN ROOM 208
Name of Student
Name of the University
Author Note

1REFLECTION ON MY EXPERIENCE IN ROOM 208
Gibbs Reflective Cycle
I have chosen the theme of my reflection as time management, problem-solving and
effective communication for reflecting on my experience. I had chosen this theme because
since the beginning of the project until the time when I was removed from the team by our
team lead I had been facing many problems. Communication issues, group conflicts and time
management problems had occurred during my project. I have selected the Gibbs reflective
model because it accurately explains my experience, what were my feelings, about what did I
feel was good and bad in my experience, why did I think so (Boud, Keogh and Walker 2013).
In Gibb's model, we also give a future action that through the experience what have I learned
and how can I apply my learning from experience in future. The reflection would have
changed if I had used the Bortons model of thinking because it discusses and focuses on only
three aspects – what, so what and what next (Skinner and Mitchell 2016). This model has an
approach to developing knowledge and does not show if it can be applied in future. Learning
through reflection is important because when we determine it is reflected in our actions. I can
incorporate all the skills that I have learned in my future assignments and challenges.
Description
Our program leaders who will be dividing us into teams with a team leader called us
in room 208 for project allocation. I was part of a team, but I went to the restroom after
informing my teammate about the same, the assignment had taken place until then. When I
returned, I felt terrible because the team I was in had thought that I was not interested in
being a part of them and so I had left. I was put into a group with totally new people with
whom I had never worked before. I did not like the idea of working with this new group
initially, but then I thought it would give me an opportunity to learn new things. We decided
for our first meeting on 20.02.19. Where we discussed our research and what methods can be

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incorporated. The next meeting was agreed on 22.02.19, which did not take place. Then again
on 26.02.19, the meeting was cancelled. This made me feel that no one was taking the
meeting seriously and all along I felt that my point of view was avoided and when finally the
group had arrived at a decision I was not a part of it. When I decided to raise my voice, my
team leader removed me from the team. I applied conflict resolution technique to resolve the
conflict.
Feelings
At the beginning of the project allocation, I felt outraged when one of my teammates
had forgotten to convey my absence from the allocation, and as a result, I was sent to a team
with new people. After becoming a part of the team, I felt very insecure because I did not
know anyone. Initially, when the meetings occurred, everyone was serious since we were
discussing the topic and the research methods. Gradually the meeting stopped taking place
because no one was present so I felt like only I was interested in the project and the learning
contract and no one was interested at all. When the meeting finally took place I felt like my
point of view was appointed as one of the members was continuously interrupting me. The
team had taken up many decisions without informing me that made me feel ignored and as if
I they did not consider me as a member. A few members even treated the project as theirs.
When I raised my voice against all these matters, my team leader decided to remove me
without also consulting the program leader. After the completion of my project, I felt
delighted because I had finally learned about teamwork and that conflicts are essential in a
group for understanding each other.
Evaluation
I also felt perfect that we have moved to the performing stage of Tuckman by using
the Kilmann model. I also felt excellent because my opinion was included in the project.

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During my experience, I felt ignored, neglected due to various reasons. The day my
leader removed me from the team without consulting anyone left me devastated. There were
many time-management issues on the part of all the members; many conflicts arose during
the experience due to communication problems, misunderstandings were there, the leader did
not consult all the members, he took many decisions without asking anyone. These activities
made my experience terrible. However, by the end of the project, much harmony was
achieved between all the team members and their decisions which made this experience a
good one. In the end, the experience was quite a learning one because I had learnt so much
during the project. If I still think about the first day, I met my team I cannot believe that
finally, we all will be working so good as a team.
Analysis
I had a bad experience after the time I became a part of the team because I had never
worked with any one of them so I felt a bit afraid that how would it be to work with them.
When my other teammates started cancelling the meetings, it made me think that they were
not at all interested in the project or interested in taking a signature on the learning contract.
Moreover, one of my reasons for having a bad experience was that my team leader did not
consult all the team members before taking a discussion. He listened and acted to only a few
people. He did not think twice before removing me from the membership and did not consult
anyone regarding the same. A few members behaved as if the project belonged to them. A
few decisions were taken without me, and I was not even consulted for that. Though I was
removed from the team, I felt it was essential to resolve the conflict. Things started changing
when I applied Kilmanns theory for reaching Tuckman's performance level (Riasi and
Asadzadeh 2015). I used the problem-solving approach to dealing with the situation.
According to the method, there are five main steps for problem management – sensing the
problem, defining the problem, determining a solution, implementing the answers and finally

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evaluating results. Though initially there was much resistance to the problem-solving
approach the people finally agreed to it, and a meeting was held in which my opinion was
added. I felt that the experience was a fascinating one because I have learnt how the team
works. Since I have applied Kilmann’s approach, the team has been successfully working
with regular meetings. I feel that the entire scenario would have been different if I had started
communicating with all the team members correctly. I could have given my opinion
irrespective of whether I was asked for the same or not. At least in this way, I would not have
regretted not giving my advice for the selection of the place.
Conclusion
If I had adequately communicated with the team leader and the other members
properly maybe I would not have been removed from the team. I could not communicate
properly with the members because I did not feel free with them. I could have taken up the
initiative of creating an environment where everyone felt free to talk. I could have applied
various time-management practices than the meeting could have taken place regularly. Since
there were some personal issues of a few members due to which the meeting was cancelled,
there should have been some alternative ways of moving ahead with the project using Skype.
We could have gone with some other form of social media to conduct the meetings because
already we were using it. I did not give any opinion for fear of judgment and for the fear that
everyone will avoid my views.
Action plan
I have understood that in case I face a similar conflict in future I will communicate
effectively with all the team members. I will apply the Kilmann’s technique from the
beginning so that when problems start to occur, I can solve it immediately. Although the
overall experience was good, I feel I could have adequately communicated with everyone in

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the beginning. I can improve upon my interpersonal skills, and for that, I have to learn to
work with new people.
According to me, ganging up against someone is not professional. If someone has
some problems with others, they should directly say it to that person. I have learned that there
are many types of people in a group, for a group to become successful they should know how
to work together as together everyone achieves more. I can use the skills that I have learned
through my experience - problem solving, time management and effective communication in
all my future projects and my career. By applying self-reflection, we can identify the skills
we have learned and start doing things differently to find out its effectiveness.

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References
Boud, D., Keogh, R. and Walker, D., 2013. Reflection: Turning experience into learning.
Routledge.
Riasi, A. and Asadzadeh, N., 2015. The relationship between principals’ reward power and
their conflict management styles based on Thomas–Kilmann conflict mode
instrument. Management Science Letters, 5(6), pp.611-618.
Skinner, M. and Mitchell, D., 2016. 'What? So What? Now What?'Applying Borton and
Rolfe’s models of reflexive practice in healthcare contexts. Health and Social Care
Chaplaincy, 4(1), pp.10-19.