Tips+for+Groupwork

Monday 01.03.10 = = I have just watched the BNet Featured Videos on Study Desk. The following are my notes from these:

Tuckman's Model: Fight right
This is a model for meetings and team work. Form goals, have direction and purpose so that results can be acheived Storming when '//Storming//' (fighting) establish roles so that goals are more attainable Norming come together and start thinking with similiar ideas Performing this is when the results are acheived

SMART goals
This is a model for meetings and team work.

Specific Measurable - come up with a criteria of success Attainable - work to determine what is attainable! Relevant - different people have different skills, what is relevant to each person Time Based - specific times that goals have to be reached within

Turbo-charge meetings
This is a model for meetings and team work. I have come up with a brief example of what our first team meeting may be like.
 * Objective ||  ||   || Come up with an idea for the first assessment piece ||
 * Time || Who || What || Expected Outcome ||
 * 20 || everyone || Discuss who we are and our availability || Determine when we can meet during the week and whether meeting in person is an option. Form a repore with team mates ||
 * 40 || everyone || Goals - personal and for the group || We may not all have goals developed yet but we will know what others are thinking and be able to form some of our own. We can then start to think about how we can acheive these goals ||

Hill of Influence
'Talk up or shut up' Participate or engage - do NOT dominate or overtake The idea is at the end of meeting everyone should rate how much everyone else, including themselves participated. From this we can learn what everyone thinks of our own participation. We need to help engage or silence others who are too quiet/loud.

Hourglass Model
We start with the problem we have and then: 50% of meeting should be based on sharing intelligence and facts 30% of the meeting should be based on interpreting the facts 20% of the meeting should be based on coming up with a solution

An efficient model for problem solving.

Why email starts fights
Emails lack the ability to convey tone and visual aids - suggests avoiding emails where possible.

I do not think this particular podcast was very useful for our degree - all we really have to access eachother is email. Perhaps we could try out skype - but I'm not sure if it can be used by multiple people

Encouraging Excellent Performance
When encouraging people in your group:- S - be specific P - be pure, honest, P - positive..do not say 'You did good but...' I - immediate F - frequent reinforcement to keep them enthused I - irregular intervals between encouragement to keep them trying

Improving Output
When encouraging people in your group:- Purpose - clear statement, goals Resources - control over resources to do the job Incentive - motivations Visibility - task list, see yourself making progress Encouragement - keeps everyone enthused Capability - correct education and training to accomplish tasks asked of them?

Rules for Changing Behaviour
Current - When criticising, say ' I have noticed ...(that you don't come to many meetings)...We would like to see ...(you here more often to improve productivity of the group)... Change - 'Your peers' marks depend on you being here' Pure - no 'buts' or negatives Just Before - If you keep noticing something at meetings, bring it up just before the next one so the criticism is fresh in their mind Limited - do not demoralise people and give them just one issue to work on at a time Ask - ask for feedback so that you're not attacking - how can we work together to fix this?

Verbalized Summary Objectives
'Say no without saying no'

I didn't get anything out of this podcast and find it useless to summarize.