I'm not the researcher among us, but my understanding is that we faculty folks are supposed to use this blog as a shared journal of this process to be used as a digital record for research.
If we use the "labels" or "tags" consistently, we should be able to use that as a taxonomy to search back for areas of discussion or notable incidents for future reference, research or lessons learned.
So in keeping with that, I am labeling this entry "friction" and "mentoring." I'm sharing an incident from my team from this week because it should be noted for the record and also because I would be interested in your feedback as we all navigate new terrain on this project.
(In the interest of clarity, I am naming the student below. I can go back and "unname" her if others among you think I should. Blogs have big erasers built into them.)
One student on the All-Knighters team left me a voicemail Monday night saying she had decided to withdraw from the group because of "issues" with her teammates. She is one of only three ESTJs in the student group. (I mention that for future reference, not because I feel competent to interpret anything from it now.)
When we finally talked by phone Tuesday night, Lauren referred back to some friction late Saturday afternoon, during the students' four-hour Creative Project Assignment. Lauren said she left the room to get supplies, and when she returned, the group had made a dramatic shift in its approach and "idea." Lauren also said her teammate, Jenna (the only ENFJ among the students), was "making it all about her."
There was some confrontation between the two, leaving both feeling unhappy. After Angela's presentation in the auditorium Saturday (which included her prescient reference to the "self-centered follower"), Jenna had pulled me aside and gave me a somewhat tearful version of events. I was able to persuade Jenna to drop her initial plan to not eat with the group, and sent her off to join the rest of the team for dinner.
Tuesday night when we talked, Lauren said she had concluded that she had only one ally on the team. She said others had supported her privately, but not in the group. She also said others were unwilling to have a frank group discussion about the process. She said the lack of respect and candor were making her too angry to continue on the team.
I was able to dissuade Lauren from quitting and I did convince her that her perspective, voice and life experience are important to the success of the project. I pulled the loyalty card as well, telling her that it is important to not let me down.
I'm left with a lot of questions, including how I should best address this with the team. I am inclined to reiterate what they were told last weekend: That they need to have a frank discussion and come to agreement on how they will make decisions and how they will deal with dissent and friction. Do any of you feel like you have done that successfully? Can you share any insight on this? This counts as mentoring and not directing, right?
thank you in advance,
-- charlotte-anne
2 comments:
I have yet to experience these issues in my group. However, I feel your approach is definitely mentoring. Keep up the good work.
"That they need to have a frank discussion and come to agreement on how they will make decisions and how they will deal with dissent and friction."
I agree that a "process" discussion is definitely needed among your members. They have lost the expertise, life experience, perspective (as you put it) of one of their members (a great cost). Do they understand this? Can they do a process check-in weekly to ensure that everyone feels heard and represented? I have not has this situation arise in my team so far. They are still in the overly polite mode (which has its drawbacks too in terms of lack of pushing the envelope together). Sounds like your group is the "pioneer" in terms of friction. We'll be looking to you for help in a few weeks!! Best of luck.
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