Review From a Video Recording of Our First Meeting!

With the advent of technology, I am able to better reflect on my team’s performance; in this case, reviewing a video-recording of our first meeting.

Feel free to view the video embedded  below! Or at: http://www.viddler.com/explore/jsjj88/videos/1

Having not done this before, I watched the video with utmost interest. It is obvious that Kevin and Louis are the visionaries of the team, their knowledge of the subject matter is exceptional and hence, is able to steer the team in the right direction. Meenu, on the other hand, though more reserved, is able to interject at times with highly creative ideas and solutions to the problem.

With a team that consists of people from vastly different backgrounds and cultures, it is amazing that the team could synergize. We spoke the same language of enthusiasm and have a common goal. None of us was afraid of voicing out our opinions. We articulated well, and were able to bring our points across clearly. 

Clarifications were also sought and answered effectively when necessary.

However, there are definitely room for improvements. At certain segments of the video, it was apparent that some members were disengaged from the discussions. The group-leader should hence be constantly aware when such situations arise, and step in to engage him/her. In addition, the meeting had the occasional interruptions from eager teammates who wanted to speak up. Perhaps, we should cultivate the habit of waiting for the other party to finish his/her point before we speak. Furthermore, members should be encouraged to participate more actively (guilty was I). Constructive feedback was present, but still lacking and that should be improved on from the next meeting.

All things considered, it was a fruitful and productive meeting. Embarking on this project with a fine start should keep the momentum going and work towards our favour. Nevertheless, we should also reflect upon the mistakes that we made along the way, rectify them, and strive towards being a more effective and dynamic team.

Tricky conflict calls for tough decisions

I would like to thank all you guys for your comments on the scenario from the previous post! I am well aware that this particular setting is a tad complicated, the conflict itself was hard to resolve due to the fact that several groups of people were involved here. Resolving such a conflict has no perfect solution, but the following is my personal interpretation of the conflict, and the steps I would take to tackle the problem.

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It is always tricky when love and work intertwines. Nevertheless, my first task would be to reduce the rift between my colleagues and I. The tension was built up mainly due to miscommunications, misunderstandings and mistrust. This trust has to be earned back. But, it is especially difficult when compounded by news of retrenchments. They would be aggressive and to a certain extent, unruly. But as the team leader, I would once again garner the support and gain back the lost camaraderie in this time of adversity.

A meeting is necessary to dispel all misunderstandings and to allow my colleagues to voice out their comments. I will apologize for causing any unintentional grief, and would pledge to do my best to overturn the upcoming retrenchments. A well bonded team which never surrenders is a valuable asset to any company. I would use that as an advantage to convince Boss that a retrenchment is unnecessary.

Conversely, dealing with Boss is a different ball game altogether. He has his financial limitations and liabilities to take care of, and the last thing on his mind would be to handle a wilful and obstinate team leader. I would seek Joanne’s help in convincing Boss that both teams had performed above expectations, thus retrenchment could actually be avoided. Wage cuts would be a more viable alternative. I would promise continued performance from the team, and would volunteer resignation if the team fails to live up to his expectations. A leader has to lead by example; therefore, I have the responsibility to safeguard the interests of my teammates.

Finally, knowing the sheer determination and hard work of my team, it is only right that I organize a dinner retreat to reward them. Regardless of the outcome of Boss’, my team should know that their work has been acknowledged, and I truly appreciate their dedications and contributions.

And not forgetting, inviting them to my wedding! :)

Against The Most Unlikely of Teams

Fraught with tensions, it was a nerve-wracking time to be in the company.  The boss had no choice but to reduce headcount in the back of an unprecedented recession. Joanne and you are both struggling to hold back increasing losses to your investment portfolios. As the leading investment bankers in your respective teams, the teams would come under fire in the event of heavy losses incurred for the bank.

Misery thrives in this trying period of time, yet Joanne and you are still going ahead with the marriage ceremony next month. Nobody in the company had expected this union.

Two weeks before the end of the financial year and your marriage, Boss announced that five staff from an underperforming team would be cut from the payroll. Staff morale was at an all time low. It was then, you got wind from an insider source that a major food conglomerate, K, is acquiring a rival company C. Stock prices were bound to go up. Your team of analysts was anxious to purchase these stocks, eager to get an edge over Joanne’s team. Knowing your relationship, your team’s analysts got suspicious over the possibility of a leak of information.

Joanne’s team was still bleeding funds. Obviously, you were concerned that she would lose her job. Despite that, you remained tight-lipped.

You then purchased a 0.3% stake in K which subsequently rose in value. The team was satisfied, but your analysts still seemed distrustful.

At the end of the month, Boss revealed that Joanne’s team outperformed yours with a 3% stake purchased in K. You were flabbergasted, and your team pointed their fingers at you.

Rumours abound that 5 analysts (your name was not mentioned) from your team were to be retrenched soon.

As the leader of the team, what would you do?