John Whitmore is the founder of a performance consultation firm and was known for his teachings on how to increase growth and performance in industries. In this paper, I will discuss Whitmore's ideas on team development as well as look into Maslow's hierarchy of needs. Whitmore is known for his model in coaching performance which happens in three main stages; the assertion, the inclusion and the cooperative stages (Ian, 2014). Inclusion is the stage in which people make up their minds that they are part of particular group or team. This decision of one being a member is made individually. In this stage, members care more about being respected, valued and belonging to the team. This stage being the first stage, it is very sensitive, and most of the positive energy is directed to the members' emotions hence a low productivity. In most cases, during the inclusion stage, the team leaders have to set a good example and show positive, inclusive reactions to the other members. This stage can be said to be dependent because the members rely on the team leader's behavior to feel encouraged and accepted.
The second stage in team development as explained by Whitmore is the assertion stage. This stage is marked by high competition among the members. Individuals showcase their strengths, power and set their boundaries straight. Since the internal competition focuses more on individual performance, team cohesiveness is not high at this stage (Ian, 2014). Team leaders at this stage encourage the members to be responsible and take charge in satisfying their assertive needs. This stage can also be said to be independent because members take their responsibilities.
The final stage in team developing is cooperation. In this stage, the members of the group work together with the aim of attaining a certain common goal. In this stage, the energy is outwards towards productivity. In cooperation, the members focus more on the needs of the team rather than individual needs (Ian, 2014). They help each other in every possible way through any challenges and difficulties till they achieve their goals; also, they are not jealous of others successes instead they come together to celebrate others victory and success. This stage can also be referred to as inter-dependent because the members collaborate towards same interests and goals.
In applying Whitmore's stages of team development in Maslow's hierarchy of needs, I would categorize the physiological, esteem and safety needs under inclusion because they cover the salaries and safe environment for the members to work comfortably (McLeod, 2017). Also, the esteem of the members depends on how they are treated by their leaders. When the physiological and safety needs are well taken care of, members will be at ease and in a better position to feel accepted and belonging to that particular industry.
Social needs include team building and members coming together whether to work or to celebrate their success. This one I would categorize it under cooperation stage. In this category, the team members work together hence promoting good social relationship among them and this energy works in favor of productivity (McLeod, 2017). Last but not least, I would classify self-actualization needs under the assertion stage. In this step, it is important to take note of the areas that each member performs best and help them to self-actualization.
In conclusion, it is essential to put into consideration the individual needs when assessing team dynamics because it can help the employer understand what needs each employee has. This information will help them decide what they can do for each employee to motivate them and make them feel more accepted in their place of work.
References
Ian. (2014, January 16). Challenging Coaching. Retrieved from Sir John Whitmore and Team Development: http://challengingcoaching.co.uk/sir-john-whitmore-and-team-development/
McLeod, S. (2017). Simply Psychology. Retrieved from Maslow's Hierarchy of needs: https://www.simplypsychology.org/maslow.html
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