Project Three: Communication Plan

Project Three: Communication Plan Thistle, Cameron SNHU MGT 200 PROJECT THREE Numerous modifications have resulted in difficulties since Small Technology Company was acquired by Large Technology Corporation. This is a significant shift because the team is expanding to include new members with a variety of styles and personalities. This would be because the new team members weren't properly integrated, and there wasn't enough clear and concise communication, which made the situation even more awkward. This is primarily due to the levels of poor communication and personality differences; integration has not considered the fact that different people communicate in different ways and may feel uncomfortable when presented with only one option. We are welcoming a variety of people from various age groups, many of whom are from a different generation, when we review the new team members. This makes it more difficult to communicate effectively and efficiently. Most of the time, people from older generations aren't very open to technology. Instead of using instant messaging or video chats, they prefer physical meetings, voicemails, or phone calls. The younger generation, on the other hand, prioritizes technology over other forms of communication. Younger generations tend to be more introverted and are more prone to being distracted in physical settings due to their preference for technology. Instead of using more conventional methods, they prefer video conferences, chatting, or emailing. Despite being uneasy and uninterested in the meeting style, younger staff members' lack of attention is frequently interpreted as disrespectful. The team's disagreements are getting worse because these differences have not been properly addressed. The acquisition has brought together a diverse group of individuals with varying levels of experience and ages. The team's equilibrium is further harmed by this. The newer members are alienated and feel as though they do not have a place or a voice in matters when the members with more work experience tend to steal the show and have a lot of input on what should be done and how. Experienced members are often outspoken and don't mind sharing their thoughts; they let their strengths shine, but this creates a toxic imbalance when it could be a chance to get the younger members involved. There won't be any collaboration between people with different levels of experience if they don't understand each other. I have always taken command based on how I feel about my team. I'm the kind of person who learns from watching other people to appreciate their strengths and weaknesses and how to best exploit them. Since everyone is unique and reacts differently to different things, it is unfair to try to fit everyone into a single mold. I strongly oppose using cookie-cutter styles to govern everyone the same way. In accordance with my style of leadership, I believe it is best to personally engage each member and hold a meeting with them in which they can express themselves, their preferred methods, how they feel about the team, their place in it, and any other issues that may be significant. I will be able to gauge common areas of conflict not only with the team but also with my leadership style based on everyone's responses. I can improve my problem-solving abilities and adapt my leadership style to better serve the team rather than just individual requirements because I can see things from a broader perspective. I think this will be a good way to improve my leadership skills and get other people to work on being more understanding and building relationships. It is essential to be aware of implicit bias and what it means when working with other people, particularly within a close team. According to Bauer, T. (2019), implicit biases are stereotypes that are held without conscious awareness. I can better comprehend what prevents me from being a better leader once I am able to identify my personal biases. In the workplace, there is no room for my sole personal biases, and I need to learn how to put them aside when I try to understand the perspectives and backgrounds of others. So that I can have a better understanding of their decisions and the thought processes that go into them, I would like to gain a deeper comprehension of the various cultures that make up my team and how they might be influenced in their perspectives. Being able to maintain composure during difficult situations is, in my opinion, one of my greatest strengths. This indicates that I am quite adept at emotion control when dealing with others who may cause difficulties. My motto for working with other people is to treat them the same way I would want to be treated. I will treat my team members with kindness and patience, putting my best foot forward. We are all working together to achieve a goal, and I will try to see things from their perspective, even if they are difficult. In difficult circumstances, it is essential to refrain from giving oneself unnecessary criticism and to be mindful of the language used. By bringing a positive attitude and point of view to the table, I can lessen the number of disagreements and challenging moments. I will use a variety of channels of communication to help the team work together more efficiently and become more integrated. Memos, instant messaging, email, and video conferencing will all be used by me. Although it may not be the preferred method of communication for older team members, it still incorporates what they may prefer, which is video conferencing. I believe this will give me the best ability to reach everyone. To form a bond with my new friends, I believe that expressing myself and revealing my strengths and weaknesses will establish a common ground that will make them feel more at ease, especially when communicating with me. It is much simpler for me to give feedback to the team members and easier for them to receive feedback if the environment is open and everyone feels at ease expressing themselves. I will act with respect and assure my team members that I understand where they are coming from whenever I work with them, whether they are difficult members or not. It is of the utmost importance for me to allow them to express themselves so that I can comprehend the issue and suggest solutions. To reach a consensus on a solution, it is essential to provide an explanation of the various options and outcomes. It will also make it possible for the team to work together more effectively and closely if you keep up with the team rather than just each individual member. This will ensure that there is no confusion and that no one will mistake anyone else for their favorite. It should be easier to adapt the new members to the older ones and find a common ground to continue moving forward with this style of communication. Reference: Bauer, T. (2019). Leadership and Team Building v3.0.1. Flat World Knowledge. https://mbsdirect.vitalsource.com/books/978-1-4533-3446