Project 3 - Matt

rtf

School

Southern New Hampshire University *

*We aren’t endorsed by this school

Course

200

Subject

Management

Date

Feb 20, 2024

Type

rtf

Pages

Uploaded by BrigadierFlowerFrog35

Project Three: Communication Plan MGT 200 - Leadership and Team Building Professor Lauren Small 06/15/2023 Communication Barriers For teams to succeed, effective communication is crucial. However, a number of communication obstacles can reduce a team's performance. Filtering, selective perception, superfluous information, emotional disconnection, lack of familiarity or reliability, rumors, gender inequalities, inaccurate sender- recipient interpretations, and biased language are some of these hurdles. The purchase of STC by LTC might make some of these obstacles worse. For instance, STC employees' views could not be taken seriously because LTC personnel may have more credibility and experience than STC employees. Additionally, because Portia, Jerome, and Carlos, three members of STC, operate remotely, tone, body language, and facial emotions may be misinterpreted. It is crucial for LTC and STC to promote open and honest communication, use clear language, pay attention to nonverbal cues, and follow up on significant talks in order to reduce these barriers. LTC and STC can lessen the effects of communication obstacles and increase the effectiveness of their team as a whole by performing these actions. Personal Approach Building trusting relationships with their team members requires managers to be able to control their emotions. As a manager, I would have to be conscious of how my emotional responses impact the output of my staff. Even when I am stressed, I would need to maintain my composure and calm in order to make sane decisions. For my team, this would serve as an inspiration to follow suit. Having team members feel comfortable approaching me with questions or concerns would also make me more approachable. I would need to be able to manage my emotions as well as my ability to observe and interpret the social clues given by the members of my team. I could then handle any personal issues that might be interfering with their employment and better comprehend their emotional state. I would also have to be careful of my own prejudices. To find any prejudices I might have, I would take a test like the Implicit Association Test. I can start addressing my biases by interacting with people from other backgrounds and viewpoints if I am aware of them. The addition of STC has increased the diversity of my staff. This calls on me to have even greater

empathy for the people on my team. I must actively listen to them and allow them space to voice their concerns. Additionally, I must coordinate my verbal and nonverbal cues. Finally, when working with difficult team members, I need to be able to control my emotions. I would use mindfulness techniques so that I could acknowledge my unfavorable emotions without acting on them. Before I meet with the challenging employee, I might do things like take a few deep breaths or count to ten. Collaboration Strategies I will conduct in-person interviews to get to know each team member individually in order to promote collaboration and fulfill the needs of the diverse mixed team. In order to learn how people prefer to work, interact, and meet, I will also offer a skills survey. This will assist me in developing a setting that encourages ongoing learning and fits the requirements of every team member. I will speak with team members by phone, email, text messages, video conferences, and a variety of other means. This will guarantee that everyone has a method of communication that they are happy with. Additionally, I'll create a rotating team leadership structure that will allow each team member to demonstrate their abilities and establish themselves as a valuable resource. After each task, I'll use a self-reflection rating and peer rating to encourage a positive feedback system. The results of the ratings will be used to define individual and group objectives and to track development. To provide additional resources and mentoring support, I will also hold follow-up sessions with each individual and the team. It's crucial to create clear expectations and boundaries for team tasks because some team members are used to working remotely and alone. To improve efficiency and enable productive cooperation, I will develop a schedule and task responsibility plan. I will schedule a private meeting to clearly lay out expectations and potential penalties if someone fails to comply with this plan.In cases when members did not receive the promised career growth, I will give honest criticism on potential improvement areas. We'll put together a plan of action, and I'll assign them to different team members who can serve as mentors and resources for them as they work toward their objectives. I will give them the chance to take on a project or team when the time presents itself to demonstrate their development so that I can determine whether they are capable of handling more responsibility.

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