Week 3 online lecture

Video	Question	My response	M&L teams; 3 critical interventions (Wageman, et al., 2009 - W3 reading)
How do we have innovative collaboration when AI is a team member? Interview with Professor Williams	What is important for a leader to do when creating a team?
Teams increasing work with artificial intelligence (AI). What is a critical human skill for teamwork that AI will not be able to do in the short- or medium-term future?
How do I lead collaboration? And an interview with MCom student.	According toMathieu & Rapp (2009), what are the two activities needed to ensure team effectiveness?		At outset of the team, provide structure for team set-up
What are the 3 main team processes? When are they important across the team's time of working together?
When working in a team, what are the activities that can help puncture an equilibrium if effectiveness or efficiency levels are low? Which of these activities is scheduled for MGMT5710 in week 7?		At mid-point of the team activity, have consulting / coaching to improve task strategies.
Professor of Practice Richard Webby: Leadership insights from working at Disney	What leadership skill is advocated as critical for collaboration? What are some tips to achieve this?
How do I engage in creative abrasion?	What are the 3 types of team conflict? Are they effective or not? What level of conflict is helpful, if at all?
Explain the 5 conflict management styles. Which style do you default to? Which one do you want to experiment with in the Team Project?
SUIT up for effective team conflict. What does this acronym stand for?
		At the end of the team task, harvest the lessons with a debrief

Team Name

This is an opportunity to have fun, finding a name that inspires your team to explore and be creative.

1. TRANSITION PROCESSES

What is the goal of your team?

Identify team goals for learning, people and performance. These goals were explained in the lecture.

Goal	Our team will:
Learning
People
Performance

What is each members' M&L development plan goals?

The purpose of sharing these goals is to compose a developmental culture.

Team member	M&L development plan goals
	1. 2. 3.
	1. 2. 3.
	1. 2. 3.
	1. 2. 3.
	1. 2. 3.
	1. 2. 3.

2. ACTION PROCESSES

Team Member Role & Responsibilities

A key factor leading to team success is identifying and assigning roles and responsibilities, as well as identifying/providing necessary and sufficient resources.

Role: What function does each team member hold within the team? Roles can be about managing tasks (i.e., team admin person, team leader, IT Person, etc.), or they can be about the task (i.e., specialist knowledge, a networker for setting up interviews, etc.). Review each other's personality and leadership strengths. Make evidence-based decisions according to each team member's strengths and development areas when assigning roles. For interpersonal tasks in teams (building cohesion, resolving differences of opinion), this needs to involve everyone, albeit delivered differently depending on personality and leadership strengths.

Responsibilities: Who's in charge of what? Start by making an outline of everything that needs to be accomplished and divide tasks based on team members' individual strengths. Provide a short explanation of how and why the tasks were assigned.

Resources: What tools/resources are needed to complete the Team Project (i.e., feedback, brainstorming meeting, etc.)? Resources can also include intangibles (i.e., positive constructive feedback, words of encouragement, instilling confidence etc.).

[Enter Team Member Name Here]	Role:
Responsibilities:
Resources:
[Enter Team Member Name Here]	Role:
Responsibilities:
Resources:
[Enter Team Member Name Here]	Role:
Responsibilities:
Resources:
[Enter Team Member Name Here]	Role:
Responsibilities:
Resources:
[Enter Team Member Name Here]	Role:
Responsibilities:
Resources:

Diversity your team

Next, look at team roles from a diversity perspective, such as personality, gender and culture. Is there diversity amongst the roles? And if not, could team members work together to encourage diversity of opinion on the key project tasks? Briefly explain how diversity is embedded around the team roles.

Team Project Schedule

Now that you have outlined roles, responsibilities, and resources, let's bring it all together and compose a schedule. Add rows to the table if you need to. This is your Team Project schedule. There is no right or wrong answer. Remember it is everyone's responsibility to engage in interpersonal processes; the last column can include individual rewards (i.e., chocolate, social media browsing time, etc.) or team-based rewards for the entire group (e.g., everyone sends a "you did it" meme in the group chat, share a drink/meal).

Date	Task	Team Member Responsible	Celebrations

Which medium will we communicate through? And what are our contact details?

3. INTERPERSONAL PROCESSES

Team Culture

draft a contract for your Team as we did our seminar class. What behaviours are 'in' and 'out'? Or perhaps you may seek to focus on what is 'in' only.

	IN

Manage Conflict

Having a plan in place before conflict arises enables your team to resolve disagreements and issues more effectively and efficiently. With your team, outline an agreed-upon approach to managing conflict. What are the steps you will take when conflict arises? Use course concepts to explain your approach. For example, one of your first steps could be to actively listen, use the SBI model to express reactions, etc. Provide an explanation that depicts the agreed-upon conflict management process your team plans to follow or implement if/when disagreements occur. Note: You may use a mind-map, flow-chart, etc. to develop a conflict resolution plan.

	Team Conflict Resolution Map
Step 1
Step 2
Step 3
Step 4
Step 5

Week 2: Survey #3

Self-assess your effectiveness at each of these behaviours, using a scale from1(Ineffective) to5

(Highly effective). Definitions of these behaviours are in the week 1 lecture. Leave blank any behaviours that you have not had occasion to exercise.

Category	Managerial behaviour	Effectiveness self-assessment
Making decisions	Planning and organising
	Problem-solving
	Consulting
	Delegating
Influencing people	Motivating and inspiring
	Recognising
	Rewarding
Building relationships	Supporting
	Developing and mentoring
	Conflict management and team building
	Networking
Giving / seeking information	Informing
	Clarifying roles and objectives
	Monitoring

Considering the behaviours to which you have given lower effectiveness ratings, list below two that you; and

1. would particularly like to focus on in your skills development
2. will have opportunities to practice over the period of this course, in areas of your life where these behaviours will help you achieve your goals in interacting with people.

Then pick one behaviour that you have given a higher effectiveness rating to, and also meets criteria A and B above.

Explain why these behaviours are important to your future career as a M&L.

Managerial behaviour	Why these behaviours are important to your future career as a M&L?
[Enter a M&L behaviour to develop & has low rating]
[Enter a M&L behaviour to develop & has low rating]
[Enter a M&L behaviour to develop & has a high rating]