Developing Relationships Networking and Mentoring - Coursework Example

Developing Relationships – Networking and Mentoring Name: Professor: Institution: Course: Date: Introduction Group formation and sustenance can be the trickiest of events for an individual to handle, because it is not just coming together and accomplishing what is at hand, but it involves many aspects that critically defines the success of the participation (Dessler, 1995). It is well known that bringing a group together and work towards one goal is a task that is demanding. I was in charge of ensuring that everything was running as planned. This involved the arrangement and facilitating of various group meetings in line of finding enough information over our topic of discussion. We formed a group in the first tutorial by introducing each us, and also ensuring that all the contact information are left behind. Our group consisted of different members with different opinions, but whose main objective was to conduct a research on the accepted topic of study, ‘Developing Relations - Networking and Mentoring.’ After the group had been formed, all members shared a feeling of anticipation and eagerness to delve into the research and come up with an up to standard informative speech on our topic of research. As highlighted, the main objective of this presentation will be to provide detailed information on networking and mentoring, how such information affect firms and individuals, their benefits and limitations as strategies in developing relationships. The following is an outline of what is to be presented: 1. Introduction 2. Consolidation and objectives of the group 3. Significance of mentoring and networking in relationship development within our group. 4. The application of mentoring and networking among employees and the organization at large. 5. Development of an appropriate mindset for mentoring and networking 6. Conclusion Consolidating a group of unlike minded individuals to be willing to cooperate on such a task as this is a demanding task. It required me to identify that such members had qualities of being interdependent, interactive, synergetic, common goals, shared norms and cohesiveness. These were part of other attributes for our achievement, and aspects like having a strong sense of belonging and commitment to one another contributed a lot to the success of our group. To consolidate this group, therefore, it required that we hold a series of meetings within which we assessed attendance and punctuality in an effort to find the best persons to work with. After a series of meetings, we laid out ground rules upon which the group was required to operate throughout the period we were working together. Among these parameters of group formation are the goals that are made clear to the members eventually culminating into the initial role assignments developing. Norms and codes of conduct were stipulated which assumed and dictated the acceptable behavior of the group (Beckett, 2010) This essay encompasses a collection of experiences about the formation of my group; the interpersonal dynamics involved within the group as it forms; the performance of the group as it prepares its presentation, involving the conflicts that arose; and how such conflicts were resolved. In addition, the success and failures associated with this group are also outlined, together with how such group processes may be improved. In relation to this, an analysis of literature behind group dynamics and communication is also highlighted within the presentation. The main objective of us coming together was to find enough information about the impact of networking and mentoring on individuals and firms, concerning relationship formation. As well, we were to determine how strategies employed in networking and mentoring are of benefit to groups and individuals. Among the issues that the group got deliberating about were such as group communication involving the modes of communication and how many times we were going to have meetings, the roles that each member of the group would be assigned, leadership, group norms, decision making and the involvement of new technology into the group dynamics. A while after we had formed the group, we went through different stages that could comfortably be said to be a common phenomenon in any group. First, there was a stage where infighting began within the group. This was as a result of the kind of research we were doing. Since there were many of us in the group, results that we got from our research were as varied as we were, each one of us had a different answer to whatever question we were answering. Since we had started getting used to each other, some arrogance was suddenly unveiled especially when individuals were presenting their opinions with everyone believing that his/her idea was correct. This kind of infighting caused an almost breakdown of communication in the group. After having disagreements and realizing that time was running out for us to have completed the assignment, we had no option but to come back to an agreement. After going through the initial conflict stage, we got a surprisingly cohesive group much to the surprise of the members. Eventually, each member of the group was willing to work together to beat the deadline for presentation. New rules and guidelines had to be created to help manage the affairs of the group. Eventually, a weekly routine of meetings to deliberate on the group project was formed. It is with this cooperation that we got to have common reference sources on mentoring and networking that enabled us to work faster than before. We were eventually able to beat the timeline set for us. At this moment, the group had completed its specific goal and had to break apart. Even though we still have relationships among members of the group, the group is no longer together although I bet this is the best group I have ever had the chance to work with. A step by step analysis of the performance of the group revealed that group dynamics are tough to consolidate however much united and well organized a group tends to be. Our group for instance had the best people for the job at hand; however, there seemed to always be problems here and there. Among the problems we experienced include group work opinions where members each member had entirely different opinions and different ways of explaining them. Diversity in research as a result of not having consolidated our thoughts together before going out to research led to a series of different opinions and thought patterns hence stalling our work temporarily (Ciconte & Jacob, 2008). Problem of decision making arose out of the need to have a Laissez - Fare kind of leadership where I took a laid back approach to leadership as a result of the belief that the group is highly skilled and motivated therefore capable of being overly efficient and would not require the formal services of direction from a leader. This was however short lived with members quarrelling many a time requiring a change in style of leadership. The group then adopted a democratic style where decision making is not left entirely to the members or the leader but both groups of people get to be involved. Voting on ideas raised was deemed fit and necessary. Each member of the group had the opportunity to cast a single vote. Before adopting this strategy, we were stuck at trying to decipher which of these opinions were correct and hence would be adopted (Hay, 2006). The role play that our group has scheduled for presentation can be said to a highlighting moment of group communication and cohesiveness. The role play is expected to be a crowd pleaser as we plan to bring forth issues regarding mentoring and networking into light in a much more attractive and interesting manner since it is apparent that individuals find it easier to understand with role plays and active participation of the audience. One of the ways in which a group can utilize to foster cohesion is by making use of technology. Technology involves the use of such things as the internet to find information in doing research work as well as organizing conference calls to curb the need to travel from place to place in order to conduct meetings. Technology thus changes dramatically the way individuals engage in group communication (Butler, Green & Procter, 2007). On the flip side, technology also has the ability to slow down group work and makes it harder to achieve the goals of the group. Technology is also an important tool that should be adopted wholesomely since interpersonal communication can be conducted using different modes both directly and indirectly. For instance, one on one through face to face communication or through computer-aided-communication. This is usually on the assumption that both the sender and the receiver of the message will interpret and understand the messages being sent through to each other to achieve common meanings (Cooper & Palmer, 2000). Eventually, when technology is used well, it can be such a good tool for a group to achieve its goals. On the flip side, when used poorly, it can cause frustrations in groups hence breaking down group cohesion. When it came to discuss about mentoring in relationship formation, my argument was directed towards the benefits that are associated with mentoring, especially in organizations. It is of critical significance as it facilitates knowledge sharing and development, productivity development, value-added performance and creation of effective learning environments. It has also played a big role in transforming the role of managers from command and control to challenge and support. It has led to the development of management, capability, talent and leadership. It has also enhanced skill development, strategic problem-solving and decision making, innovation and creativity (Alred & Garvey, 2010). Conclusion Our active participation in the group meetings we had is attributed to the dynamitic nature over various experiences we went through as a team. We were able to foresee different opportunities as they rose, and were keen at ensuring that taking such opportunities should be in line with our main goal in the discussions. Learning from mistakes and misjudgments in the meetings helped us to positively remain on the course of the study topic, and the adoption of a democratic style, where decision making is not left entirely to the members or the leader but all involved persons, solved most of our problems. In this case, voting on ideas raised was deemed fit and necessary and each member of the group had the opportunity to cast a single vote. References Alred, G., Garvey, B. (2010). Pocketbooks Series Edition 3. New York: Pocketbooks. Beckett, J. (2010). Public Management and the Rule of Law. London: M.E. Sharpe. Butler, J. R., Green, R. D. Green, D., and Procter, H. (2007). The child within: taking the young person's perspective by applying personal construct theory. New York: John Wiley and Sons. Ciconte, L. B., Jacob, G. J. (2008). Fundraising Basics: A Complete Guide. New York: Jones & Bartlett Learning. Cooper, M. A, and Palmer, A. (2000). Mentoring, preceptorship and clinical supervision: a guide to professional roles in clinical practice. New York: Wiley-Blackwell. Dessler, G. (1995). Police Management Beyond 2000. New York: Dryden Press: Fort Worth, TX. Hay, J. F. (2006). Mentoring:How to Make Money on Ecademy.com. New York: Ecademy Press. Read More