Goals & ObjectivesThe main goals of the project entail the following: i. The project entails the creation of an efficient communication platform, which the management can utilize in executing their managerial duties. ii. The management needs to focus more on individual entities which in turn lead to the achievement of group fundamentals. iii. The management needs to focus on the need to build stronger relationships.The objectives of the project are to: i. To enhance a feasible participatory framework among the different departments in order achieve better outcomes ii. To enjoin the diverse work skills available in the organization courtesy of the different work styles, and incorporate them into coherence. iii. To foster individual member inputs by formulating them into individual role plays in order to develop a proficient team (Gilbert & Bevis, p.20). iv. To enhance a sustainable process of emotional intelligence in the management team that runs through the entire organization. v. To introduce fundamentals of the Johari Window model of interpersonal as a criterion for conducting the group discussions and assessing the occurring complexities in terms of interpersonal dynamics while putting special emphasis on styling effects shown by others. vi. To successfully conceptualize a discussion critique that will be used in the assessment of how well workers relate to the Johari concept in terms of individual practices and future implications. vii. To develop a role play based on the characteristics and individual psychological dynamics in the respective group discussions.Step by Step Methodology
i. Acquire facilitators/moderators to be in the achievement of strategic group fundamentals. This will entail he strategic inclusion of a board member, consultant, or other relevant personnel in the organization. ii. The Managers are essentially divided into workmate team. The major aim here is the creation of a team scenario as exemplified in a typical operational organizational setting (Gilbert & Bevis, p.24). iii. In developing a working formula, the training will give managers be provided for a platform through which they will express their individual working styles, character descriptions, personality types, contextual descriptions, and context specific communication channels in the chosen organizational environment. iv. The previous descriptions, for instance, character descriptions, working styles, personality descriptions, and existing communication channels will be fundamentally used in the formulation of teams. This will potentially avoid creating teams along similar descriptions in order to avoid the potential occurrence of similarities and common mind tactics through mixing individuals from different descriptions in the respective teams (Gilbert & Bevis, p.27). v. The respective teams will each formulate an elective mechanism that will either lead to the potential nomination or election of a suitable leader to suit the training exercise (Gilbert & Bevis, p.29). Members will be encouraged to develop a definitive character for their leader based on the provided details. Fronted members will then either be elected or nominated as appropriate following a critically formulated working assessment framework. vi. For every successive move identified in the course of the training, the facilitator will offer incentives with an aim of encouraging positive participation and contribution from each of the members. Considering that this is a managerial team, the best participants from the group (two in number) will be offered an all paid expenses vacation for a weekend with their spouses. This will essentially follow a well chosen framework that would entail a reflection of all the required emotional intelligence fundamental (Gilbert & Bevis, p.33). For instance, the following can be used as guiding principles: i. Which member portrayed the required approach with regard to the identification of personal and individual emotions? ii. Which member do you perceive to have strategically used emotions in facilitating their individual thoughts?
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iii. Which member identified the required understanding in terms of emotional transition framework from a personal perspective to a team perspective?iv. Which member fundamentally exhibited an understanding of managing emotions on a personal basis?v. Which member successfully exhibited the required levels of efficiency regarding the articulation of communication perspectives?This will fundamentally inform the decisive functionality to be used during electing the preferred member to receive the trip incentive. Program for Conducting the Training SessionThis will essentially be a 1 day long activity hence the respective activities will formalized in a 1 day session by dividing the session itself into a three part activity (Part I, Part II, and Part III) as shown below:ü Part I: This will entail the distribution of working style assessment whereby the facilitators gather the results and divide participants into teams (1 hour).ü Part II: The respective teams work towards developing a working mission statement. Teams submit their mission statement to facilitators. Facilitators then distribute self-reflection assessments on their effort and impressions of team (2 hours)ü Part III: Facilitators gather results from assessments. Participants vote via anonymous ballot for best mission statement. Discussion of the mission statement and exercise. (1 hour).Determination of Success and FailureIn order for the facilitator to strategically determine the level of success and failure of the training program using the following framework for decision making: i. The facilitator will essentially conduct a survey on the participants focusing on individual input levels and how these are manifested as the group level (Gilbert & Bevis, p.34). ii. The formulated mission statements will be submitted for assessment to the respective group’s senior managerial team, for instance, the Board of Directors, with an aim of ascertaining the level of applicability with regard to feasible alternatives and existing group mission statement. iii. An assessment will also be done focusing upon the exhibited commonalities that are fundamentally established in the final mission statement derived after critical discussions and brainstorming approaches. iv. Finally, each member will be progressively assessed throughout the training session. In addition to progressive assessment during the four hour session, members will also be evaluated based on a final assessment mechanism, that will entail an application of the following decision tool:a. Did the member portray proper articulation of a team’s operation?b. Was there any sign of individual biases based on this member’s emotional display?c. Did the member display maturity at each level of transition of the team development process with regard to work fundamentals? (Gilbert & Bevis, p.34)d. What his or her suggested mission statement?e. Did the member make an attempt of matching individual thoughts with some of the core group fundamentals in the decision making framework?Feedback Provision to the Respective ParticipantsThis will entail conducting an individual based review of the respective member views focusing on team framework following the desired project goals, objectives, and fundamentals. The following gives a detailed guideline:i. The facilitators in charge will formulate a tool for collecting and assessing individual inputs into the entire experience. Following the tool formulated members will be required to tell their individual experiences, areas that were good, areas that need correction, and suggestions for further improvement (Gilbert & Bevis, p.38). This will also include a component of assessing preference of a member by focusing on opportunities for participants to rate this exercise relative to other exercises they have attended and effect of a team versus individual participation.ii. Conducting an inclusive peer review. Here each of the team members can rate other members following the establishment of a confidential agreement that no identification of persons will be done.iii. Based on the observatory principle, facilitators will have a chance to judge their view which will be fundamentally based on recording discreet observations of each individual member participation, and respective team performance (Gilbert & Bevis, p.39). To avoid the potential occurrence of bias, the mechanism used will require that each member provides their individual recordings then during presentations follow up is made on the other facilitator’s recordings to match the claims and further give it an element of authenticity.