A631.1.4.RB_Manglona, Matthew-Napu_EcoSeagate
I see a lot of value with the EcoSeagate team development process.
This represents an “Amazing Race” type feel however within a single
organization and this brings out the best both through emotion and skill for
any team attempting this type of event. Brown (2011) discusses about a family
group team-building meeting which is exactly what EcoSeagate represents. (p.
271) In the Army we practice this concept whenever we attend leadership courses
to build a foundation of bringing together people from around the country to
accomplish a single task when given. Guglielmi, Feldman, Marco, Graling,
Hoppes, Asplin, & Groah, (2011)
state that “teams achieve competency when there is an optimal outcome and when
team members feel good about the work they have done, can repeat the performance,
and can teach their performance to others.” (p. 530) This type of event does
just that, I can remember when I was at my officer training course this type of
event was thrown at us (my team) with the expectation of getting along together
and accomplishing the mission. When given this type of opportunity it takes
people out of their comfort zones and forces them to work together especially
when a task is given.
This type of event would be necessary in a high performing
organization because it presents a team when faced with adversities that if
they work together they can accomplish any tasks especially when obstacles
occur and are present. It gives accountability to each individual to be responsible
in achieving any task with the team. Something known as Role Trust is
definitely needed when going through tasks such as the Ecoseagate exercise. Moldjord,
& Iversen, (2015) discuss that role trust is based on the expectation of a
role or membership in a specific group, where the “trust relies on the
dependability of that role, the functional expertise of the person in that role
and the expectation that the person will act or behave competently according to
the role's responsibility” (p. 234) this was always expected of us whenever I go
through military training and assigned to a group. Just like a basketball team
everybody is assigned a role and we are trusted within that role to do what we
are assigned to do that way when collaborated effectively as a team we are
successful.
My organization in my civilian side of my career can greatly
benefit from this activity. As I discussed in my discussion group everybody is
out for themselves and they don’t understand the simple concept of an effective
team. Everybody is too worried about their individual accolades that they
forget that there is a bigger picture that needs to be focused on which is the
overall direction of the organization. It even does not have to mirror this
type of activity but let alone just participate where you are out of your
comfort zone, it’s a team competition, and it builds a bond with one another
for the benefit of the team and the individual. If given the opportunity I would
definitely bring this up to my supervisor and request we do an activity like
this because it is much needed for my team I currently work with.
References:
Brown, Donald R. (2011). Experiential Approach to
Organization Development. Pearson Education. 9th Edition. Kindle Edition.
Guglielmi, C., Feldman, D. L., Marco, A. P., Graling, P.,
Hoppes, M., Asplin, L. L., & Groah, L. (2011). Defining competency in
high-performance teams. Association of Operating Room Nurses.AORN Journal,
93(5), 528-38.
doi:http://dx.doi.org.ezproxy.libproxy.db.erau.edu/10.1016/j.aorn.2011.03.004
Moldjord, C., & Iversen, A. (2015). Developing
vulnerability trust in temporary high performance teams. Team Performance
Management, 21(5), 231-246. Retrieved from
http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1698970501?accountid=27203
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