Essay Sample on Career Rollercoaster

Introduction

Rollercoaster Check-In is defined as playful technique or method which creates an influential shared picture of the feelings in a specified group. It is one of the known simplest way used by a team to start any meeting, an activity or workshop. Through the use of the metaphor of rollercoaster as alternative versions, it supports the participants in the team to have different thinking about how they feel (HI Toolbox, 2018). Participants usually place themselves at varied points in career rollercoaster which explains their prevailing feeling at that particular moment.

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The Theory Which Underpins a Career Roller Coaster

The theory which underpins rollercoaster is the mood theory. In this theory, the leader has the task of assimilating the mood of each and every participant. It is a fact that participants within the team have different moods at different times and a leader needs to standardize those feelings for the purpose of smooth running of the group.

The Benefits

The benefit of using career rollercoaster is that feelings of concerned participants are being put into consideration.

The Negatives

It is always time-consuming since the leader has to attend to every participant individually and asses the mood at the current time.

Ethical Consideration

Ethical consideration involved in career rollercoaster is that of avoiding complete biasness since the feeling of each member is equally important and it counts a lot.

As it was being defined, Career Rollercoaster is a method which must follow some certain steps for it to be effective. The following steps need to be focussed into details for it to be effective

Strategies of Effecting Career Rollercoaster in a Workshop

Leaders gathering the team and explain the purpose of checking in. This aids a lot in uncovering any fears, needs, and concerns (HI Toolbox, 2018). In addition to that, the leader has to explain this method of exploring the feelings of the whole group in a playful and visual manner.

Drawing the curly line across the whole whiteboard which is used to represent basic rollercoaster. The drawing must have loops, steep sections, and the shallow section. This shape represents different levels of the feelings within participants in the group. This is because it is through those feelings which determine the level of success at which activity within the team will be a success.

Explanation of what is being drawn in rollercoaster which aids in depicting the feeling of the participants at the moment. Those feeling are then comprehensible shared in the whole group. Sharing is usually being done through interrogating members in a systematic order or picking randomly

Giving each participant considerable time to think about those mixed feelings. This thinking time usually ranges from 5 - 10 minutes whereby each participant is supposed to give precise answer usually five or less than five words.

Detail analysis of rollercoaster whereby emerging thoughts are discussed and the best response is adopted.

When a certain group or a team decides to perform any activity, it is necessary for it to have rollercoaster check-in. This is because it will help in assessing the overall mood and feeling of the group. If the group overall feeling is dull, then it means that the act of will not be executed (HI Toolbox, 2018).On the other hand, if the overall mood of the participants is bright, then the activity carried at that moment will be a success. This is because there will full concentration of the skills towards performing that activity.

Team Canvas

Team canvas is being defined as the free tool for leaders, the facilitators and the consultants in organizing team alignment meetings as well as bringing members on the same page (Team Canvas, 2018). It also resolves conflicts and building the productive culture of the participants as fast as possible.

The Theory Which Underpins Team Canvas

The theory being used in this tool is that of alignment and organization of participants. This is the point whereby participants are brought together with the aim of clarifying the goals of the team.

The Benefits

The benefits with this tool are that participants are being motivated which contributes a lot to them in becoming more productive and organized.

The Negatives

It is always a very difficult tool to apply and in most case, there is a lot of resistance by participants. It is very difficult for a leader to make participants of the team come on one page.

Ethical Consideration of Team Canvas

All the groups which undergo through the team canvas sessions are reported to have high clarity when it comes to alignment. In addition to that, those groups are being characterized with less friction which in turn leads to minimized conflicts (Team Canvas, 2018). When the team build is for long-term projects, it is necessary for the manager to develop a team canvas system since it will help in shaping a collective culture of the company.

It is an important aspect for the leader to be conversant with how team canvas works. For the leaders, there is a need for them to know that not every participant is pleased with the kind of leadership which is being offered. Therefore it is necessary to have team canvas which will provide the leader with structured and well-organized topics which aid in achieving the required state of alignment (Team Canvas, 2018)

. For the facilitators, who are working with the group it is important to create an already shared context whereby each participant in the group becomes proactive and self-driven. Therefore it can be said that team canvas is the tool for facilitators which help in creating a sense of humor or fun with the group.

Learning Effective Feedback

The purposive aspect of this exercise is to aid a team or a group in defining, discussing and finally coming up with the sound agreement which revolves around main principles of the effective feedback (HI Toolbox, 2018). In this activity, participants within the group discuss the various examples of both effective and ineffective feedback.

The Theory Which Underpins This Exercise

The theory which underpins this kind of exercise of team building is that of discussion. Through this discussion, they are able to define completely what are both effective feedback and ineffective feedback are.

The Benefits

It helps in comprehending the meaning of the phrase effective feedback which aids in the creation of the list of principles to be worked on.

Ethical Consideration

Ethical consideration concerning this exercise is that it focusses on both effective and ineffective feedback and provides the principles of differentiating them.

As a leader, there is a need for being familiar with various processes of understanding the learning of effective feedback. Some of those processes are as follows

An explanation into details into the purposive aspect of the session purpose of the session. This will make easier for the group to come into an agreement around the main principles of the effective feedback. There is also the aspect of defining what the feedback is and why it is important for the practice (HI Toolbox, 2018). Furthermore, participants are grouped into pairs and being directed to discuss case examples of when they have ever received an effective or helpful feedback. It is also important for the leader to give participants a span of 5 - 10 minutes before calling them to a central point in order to hear those examples.

Giving room for discussion and explanation from the examples presented by pairs. The analysis is being done and criteria are being developed for both effective and ineffective feedback. It is also in this step whereby suggestions are invited to completely distinguish between effective and ineffective feedback. In this step, the leader has the role of accurately capturing all the suggestions given by the group. In addition to that, there is the aspect of paraphrasing suggestions in order to achieve clarity if the suggestion made earlier was unclear (HI Toolbox, 2018). It is necessary for the leader to observe a lot of clarity when defining what is effective feedback and ineffective feedback.

Supporting the completion of the brainstorm of the group by adding some selected principles. In a general way, most of these principles are being expressed in different ways. The principles which are already voiced by the group qualifies to be added which includes, principle of being descriptive about the behaviours and not about the person, principle of clarity, principle of focussing only on the performance outcome, principle of owning feedback, Principle of respecting other people's opinions, principle of specific .i.e. avoiding generalizability, principle of being timely and regular principle of focusing on the solution.

Asking the group to embrace those principles. In addition to that, there is the aspect of inviting suggestions from the group members where those suggestion are subjected to thorough analysis. After the invitation of suggestions, the leader is mandated to close the session if the natural resolution is reached completely. For the leader to be able to carry out this step, a lot of experience in managing groups or teams is needed. If the leader is able to convince the team participants to embrace those principles, then distinguishing of whether feedback was either effective or ineffective becomes very easy.

Offline Social Network

This is kind of game which introduces event participants to each other through co-creating a fresco- sized visual networks together with their corresponding networks. This game has the goal of helping participants within the group to known each other during big events and find the new connections which connect them together (Network and methods, 2018). In order to carry this game, three items are needed which are markers, Flipchart and finally the index cards.

The Theory Which Underpins This Activity

This activity involves usually concerns with the aspect of identification of members with the same character traits. This is because when the participants have the same character traits, there is the likelihood for them having the same mood and feeling.

Benefits of This Exercise

The benefits of this activity are that it helps in assessing the identification skills of a leader. It is the duty of a leader to study those participants within the team who have similar character traits and group them together. This is because it is easier to control those people with common behaviours.

The Negative of This Exercise

The negative of this exercise is that there is a possibility of having an assumption by team leader whereby people with different character traits are grouped and it becomes difficult for them to handle.

Ethical Consideration of This Exercise

One of ethical consideration which is involved with this exercise is that of socialization. It encourages people of a different team to know each other through the establishment of new connections techniques.

Since this activity is a kind of game, there are some procedures which must be followed to make it effective as it is being discussed below.

The instructions of this game require all the participants to have a medium-sized index card and access to the marker in order to draw their avatar. They also need as substantial wall which is covered in butcher paper for the purpose of creating an actual framework.

The flow starts where the leader of the group gives the participants clear instructions of building a social network. After the creation of the social network, the next step involves the establishment of avatars (Network and methods, 2018). This is the point whereby participants are asked to tag who they are interested in at that event. After the creation of avatars, the next step is making...