Report on Development of Teams and Individuals - NSW College

This report focuses on the development of teams and individuals within the sales team of NSW Real Estate Training College. It outlines the roles and responsibilities of the sales team, emphasizing their function in meeting student needs and adapting to the college's lifecycle. The report details the methods and tools used for assessing skill gaps and initiating learning plans, including job descriptions and performance reviews. It identifies goals and objectives for the team, such as improving sales skills and understanding their contribution to the institute. The report also explores different learning styles to cater to diverse team members and details a session plan with budget considerations. Furthermore, it describes the evaluation of performance through questionnaires and checklists, the importance of feedback, and potential modifications to the learning plan. Finally, the report covers record-keeping practices and provides a sample feedback form to gather insights for continuous improvement.

Running head: DEVELOPMENT OF TEAMS AND INDIVIDUALS
Development of teams and individuals
Name of the student:
Name of the university:
Author note

1DEVELOPMENT OF TEAMS AND INDIVIDUALS
Table of Contents
Task 3...............................................................................................................................................2
Role and responsibilities..............................................................................................................2
Methods and tools........................................................................................................................2
Goals and objectives....................................................................................................................2
Learning style..............................................................................................................................3
Involvement of the team..............................................................................................................4
Session plan.................................................................................................................................4
Summary......................................................................................................................................5
Task 4...............................................................................................................................................6
Evaluation of performance..........................................................................................................6
About feedback............................................................................................................................6
Examples of feedback..................................................................................................................6
Modification of learning plan......................................................................................................7
Maintaining records.....................................................................................................................7
Feedback form.............................................................................................................................7
Reference.......................................................................................................................................10

2DEVELOPMENT OF TEAMS AND INDIVIDUALS
Task 3
Role and responsibilities
The sales team is responsible for tackling the needs and wants of the students. They will
need to adapt according to the varying importance of the life cycle of NSW real estate training
college. Every member of the team should get compensation in some way which will keep them
motivated for the task. For NSW real estate training college the sales team will be assigned with
closing deals and bringing in new students. They will also play the role of finding new members
to keep a track on the task so that the finishing deals are paid attention (Kolb 2014).
Methods and tools
I will use job description and performance reviews as tools to assess the skill, knowledge
and development needs. Using job description can analyze the duties to be performed by the
individual and the knowledge required for it. It will also define the minimum qualification
suitable for the job position. Performance reviews will help me to get information from my sales
team regarding the development in performance and profession. It will let me identify the skill
and knowledge lacking in the team and provide me an opportunity to initiate a learning plan for a
year. I have seen that some member of my team will require training in a specific area and I will
act accordingly (Renninger, Hidi and Krapp 2014).
Goals and objectives
With the success of this program the team will be able to- define the objective of the
institute, explain the importance of their task, identify the tools and technique of their task,
distinguish between the performance of the trainer and the trainees, distinguish between the
objective and their activities, they will have a detailed knowledge and their contribution required

3DEVELOPMENT OF TEAMS AND INDIVIDUALS
for the institute and they will be able to improve their sale skills by enhancing the morale
(Reigeluth 2013).
Learning style
Fig- learning styles
Source- Slavakis, Giannakis and Mateos 2014
There are seven different learning styles designed for the sales team-
 Visual or spatial- Usage of images, pictures and photographs for better spatial
understanding
 Aural or auditory or musical- When the use of sound and music is preferred for learning
program of the trainees
 Verbal or linguistic- Use of linguistics or words while speaking or writing is preferable to
make the learning program easy for the trainees

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 Physical or kinesthetic- Use of hands, body and a sense of touch to impart knowledge
about the learning program
 Logical or mathematical- When use of reasoning and logic is preferred for understanding
 Social or interpersonal- Habit of learning in groups or with team members is the main
criteria for sales people
 Solitary or intrapersonal- When an individual is comfortable in working alone or finds
convenience in self study rather than consulting with others (Steele et al. 2016).
Involvement of the team
I had taken up some steps to involve my sales team in the learning program. First I had
made a set of members who will be included in the team. I had explained them the responsibility
and expectation of the institute required from the team. I had used an agile technique to cope up
with the challenges faced while working in a team. Online collaboration made it easier for me to
associate all the team members in a discussion to avoid miscommunication. I had increased
efficiency of the team by using inbuilt tool of online review.
Session plan
Requirements Budget Time frame
Electricity AUD 80 15 days
Rent AUD 40 10 days
Refreshment AUD 20 10 days
Special trainer AUD 50 5 days
Miscellaneous AUD 50 7 days
Total AUD 240

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Summary
As the goals and objectives of the sales team of the institute are identified, they can be
well related to the learning and development needs. The team members will be able to relate to
the goals of the organization which will help them in getting an idea about their task. They will
have a clear perception of their responsibility as in what they should do to increase the efficiency
and productivity. If they have knowledge of the tools and technique of learning and development
then they will be implement that on their task. With a proper training and guidance, the amount
of mistake will be reduced which is better for the team. The motive of the sales team is to bring
in students in the institute which will help in their progress. They are assigned with specific task
and the roles are explained for the betterment of the students as well as NSW real estate training
college. As a sales manager, it will be my success if my team can perform well.

6DEVELOPMENT OF TEAMS AND INDIVIDUALS
Task 4
Evaluation of performance
To monitor the performance of my team I will provide them with a questionnaire at the
end of the training session which will help me to identify their performance and if there is any
lack in the training session. They will also be provided with a daily observation checklist for
keeping on the day- to- day update. The questionnaire will be created on the basis of the daily
tracker. Based on the response from the questionnaire I will provide them feedback reports
which will help in their self- assessment. This will increase the efficiency of the team as both the
trainers and the trainee are aware of the components of the session (Phillips and Phillips 2016).
About feedback
I would like to get positive feedback from the respondents. If not then I will try to amend
the required parts. Getting a positive feedback will help me to prepare positive report. Such
feedback reports can be printed in the form of pamphlets or brochures that will help in the
promotion of the institute. The sales team will also be motivated with a positive response. They
will not find their work monotonous. Moreover, they will be encouraged to put extra effort in
their task to build an image for themselves as well as for the institute. A good promotion about
the institute will bring in more students which are the main objective of this real estate training
college.
Examples of feedback
The feedback questions that I will ask are as follows-

7DEVELOPMENT OF TEAMS AND INDIVIDUALS
Was the training session effective for the team? Was the session appropriate for the task that the
team is entitled to do? Was the trainer good enough for the session? Was the time allotted for the
session sufficient? Were there proper equipments and learning styles used for the training? Is
there any suggestion to improve the training suggestion?
The responses that will be received from these questions will be formed into a report that will be
handed to the trainees as well as to the supervisors. In this way, if any changes are required that
can be implemented in the future training strategies. This will help the trainees to be more
efficient in their assigned job of sales (Reigeluth 2013).
Modification of learning plan
If it is required to modify the learning plan then I will make small groups under specific
trainers. This will be helpful because learning is made easy and proper in a smaller group
compared to a crowd. There can be members in the group who might feel shy in raising a
problem in the crowd and their question remains unanswered. In a small group, the trainer can
give special attention to individual members which will result in a better performance of the
team. The members will be well trained beforehand which will reduce the risk of committing
mistake in the long run. Having well trained members is beneficial for the institute as it increases
the productivity and performance. The members become self confident with vigorous training
and they can face any kind of difficult situation that might come in the future.
Maintaining records
According to the organizational requirements, I will keep a soft copy for the individual
trainees. The soft copy will be mailed to other supervisors too for a back up. The mail will be
forwarded to the trainees too in order to keep them updated.

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Feedback form
1. Was the goal and objective achieved after the training program?
Yes
No
Somewhat achieved
2. Was the training relevant to the task?
Yes
No
May be
3. Was the trainer efficient for the session?
Yes
No
May be
4. Was the time allotted for the session sufficient?
Yes
No
May be
5. Was there enough equipment in the training session?
Yes
No
May be
6. Do you have any suggestion?
Yes

9DEVELOPMENT OF TEAMS AND INDIVIDUALS
No
7. If yes, what are the suggestions?
8. What did you like most about the training?
9. Why do think this training was required?
10. What have you gained from this training session?

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Reference
Hsiung, C.M., Luo, L.F. and Chung, H.C., 2014. Early identification of ineffective cooperative
learning teams. Journal of Computer Assisted Learning, 30(6), pp.534-545.
Kim, J.K., Newton, D., LePine, J. and Nahrgang, J.D., 2016, January. Power of the Powerless: A
Process Model of Power Seeking in Teams. In Academy of Management Proceedings (Vol.
2016, No. 1, p. 17841). Academy of Management.
Kolb, D.A., 2014. Experiential learning: Experience as the source of learning and development.
FT press.
Parke, M.R., Campbell, E.M. and Bartol, K.M., 2014, January. Setting the stage for virtual team
development: Designing teams to foster knowledge sharing. In Academy of Management
Proceedings (Vol. 2014, No. 1, p. 17244). Academy of Management.
Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Reigeluth, C.M. ed., 2013. Instructional-design theories and models: A new paradigm of
instructional theory (Vol. 2). Routledge.
Renninger, A., Hidi, S. and Krapp, A. eds., 2014. The role of interest in learning and
development. Psychology Press.
Sawant, S., 2016. Essential E Learning Tools, Techniques and Open CourseWare for E Learners
and Trainers. In Human Development and Interaction in the Age of Ubiquitous Technology (pp.
148-177). IGI Global.

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Slavakis, K., Giannakis, G.B. and Mateos, G., 2014. Modeling and optimization for big data
analytics:(statistical) learning tools for our era of data deluge. IEEE Signal Processing
Magazine, 31(5), pp.18-31.
Steele, L.M., Mulhearn, T.J., Medeiros, K.E., Watts, L.L., Connelly, S. and Mumford, M.D.,
2016. How do we know what works? A review and critique of current practices in ethics training
evaluation. Accountability in research, 23(6), pp.319-350.