Holla,
This post is about the relations between people, the roles of individuals and how I see them evolving and changing over time.
Throughout the process I recognized several important things with regard to the topic outlined above. First, it is virtually very hard to find the equilibrium. The golden middle that would suit everyone and that every member of the team would be happy to work together and produce tangible results. Basically, I personally believe that right now there are 3 parts of the group. People who see the potential of the project and who start executing this potential straight away. People who start taking the project seriously but not yet enough to influence and inspire people around (local community). And, finally, people who are in the emptiness stage, who are not sure what is their role and how they can bring max value. And the point here is: it is hard for our coordinators to simultaneously bring the part of the group from the third phase into the second, people from second phase to the first and sustain the part of the group in the first phase or ideal condition.
The correlation between moods in the group is also very interesting. When one part of the group feels frustrated and goes into the emptiness phase, the other part feels motivation and eagerness to work. And this pattern repeats vice versa, so far I did not recognize a moment of equilibrium, but I wish we can find it out throughout the coming weeks. The sooner we do it --> the better for our deliverables and team spirit.
IG
This post is about the relations between people, the roles of individuals and how I see them evolving and changing over time.
Throughout the process I recognized several important things with regard to the topic outlined above. First, it is virtually very hard to find the equilibrium. The golden middle that would suit everyone and that every member of the team would be happy to work together and produce tangible results. Basically, I personally believe that right now there are 3 parts of the group. People who see the potential of the project and who start executing this potential straight away. People who start taking the project seriously but not yet enough to influence and inspire people around (local community). And, finally, people who are in the emptiness stage, who are not sure what is their role and how they can bring max value. And the point here is: it is hard for our coordinators to simultaneously bring the part of the group from the third phase into the second, people from second phase to the first and sustain the part of the group in the first phase or ideal condition.
The correlation between moods in the group is also very interesting. When one part of the group feels frustrated and goes into the emptiness phase, the other part feels motivation and eagerness to work. And this pattern repeats vice versa, so far I did not recognize a moment of equilibrium, but I wish we can find it out throughout the coming weeks. The sooner we do it --> the better for our deliverables and team spirit.
IG
Good observations Ilya! I agree there are three groups but the composition of that changes every week depending on what we are doing! I think if we had some clear expectation setting right from the start, it would be easier to find the equilibrium point!
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