BTEC Business Unit 19

P6: Review the teams overall effectiveness, together with your contribution to achieving the goals,
receiving and providing feedback to other team members.

Shave to Save

Describe the task *

In detail, what was the aim of the task? How many teams? What was the team dynamic? Timings? Rules &
restrictions?
The task was based on a organisation called shave to save. Our teachers main goal was to make the event
happen in a short limited of time and to actually get participants . However, I personally felt our task was
learning how to work together successfully as a team. Our team would switch different roles throughout
the process. We had four main roles to do. The first part was working based on technology such as posting
photos/videos on social media and recording or taking photos of the event. The second was more based
on organising and getting information on what we can and cant do. The third role was more emotional
support for the participants and making sure they felt good about the whole process. Lastly, the fourth
was getting money for the charity. The two main rules we had was the participants needed a permission
slip from their guardian and that the participants had to be above year 10. The restrictions we had were we
couldn't use certain logos to advertise shave to save. We as well couldnt do a live stream. Overall, the
team's performance was excellent. We all communicated with each other and got things done. None of us
argued with each other. It was the first time we really worked well as a team.

What was your role in the team? *

What did you do? How did you contribute? Leader or team worker?
I contributed in various ways. Firstly I helped by getting information on how to get the donation box. Then
my teammates and I kept giving support to the participants. We did this by making sure they felt positive
and kept asking them questions while they were getting there headshave since the experience may be
traumatic for them.

How did you perform as an individual?*

For the M & D criteria make comparisons with other individual performances in your team and relate to
theory.
As an individual, I believe I performed well. I kept giving emotional support towards the participants.
However, I do think sometimes I kept getting distracted by my phone. Nonetheless I believed I was
extremely positive about my performance. Relating to Tuckmans theory as a team we performed extremely
well. We each individually knew what we were assigned. We always communicated with each other if we
had a problem.

How did you perform as a team? *

Compare on how we performed on the first task, we were more organized, productive and didnt interfere
with each others ideas. We were more enthusiastic as well of the whole project since it was for such a good
cause. As a team we kept giving support to the participants. Each time we had to do a different task based
on the project we were all willing to volunteer.

What were your strengths? *

Communication, problem solving, time management, supporting others, physical abilities, conf
idence, motivation, resolving conflict, praise, questioning, body language, listening, awareness, creativity
etc
In this task, I believe my strength were communication, supporting others, questioning and motivation.
Each of these I did by speaking to the participants and emotionally giving them support. I kept making
sure if they felt comfortable with other people in the room. I kept questioning them while they were getting
there headshave how there day was going, how they felt about the whole process etc. Relating to Belbins
theory I felt I was a resource investigator, this is categorized in People Oriented. This means people who
are outgoing, enthusiastic, communicative and develops contacts.
For the M & D criteria make comparisons with other individual performances in your team and relate to
theory.

What were your weaknesses? *

Communication, problem solving, time management, supporting others, physical abilities, confidence,
motivation, resolving conflict, praise, questioning, body language, listening, awareness, creativity etc
Towards the end I began lacking motivation. The reason for this was that we kept trying to get money for
the charity and no one wanted to put in any since they didnt have money or they had already given some.
This is a difficulty I have in general after doing the same thing, it becomes repetitive. Which then results
getting bored. Relating to Belbins theory I felt I was resource investigator. The weaknesses a resource
investigator is they lose interest once the project becomes repetitive.

For the M & D criteria make comparisons with other individual performances in your team and relate to
theory.

How could you improve for next time?*

Make future recommendations for yourself, your team and other individuals / teams.
Next time to improve I will make sure I dont lack motivation if we dont get sort of results.

Was there any conflict in the group? *

If yes, describe why and how was it resolved? If no, what did the leader do to ensure this was the case?
There was no conflict in the group because we were all leaders in some way. We all respected and listening
to each others opinion. As I have mentioned, we were all inspired about the event that we were all
extremely enthusiastic.

How else could you use relevant theory to analyse the overall performance today? *
DISTINCTION: Use Theory: Leadership styles, Belbin, Tuckman, Adair, Honey, Margerison & Mccann,
Woodcock,

Our performance relates to the theories of Belbin and Tuckman. The reason for this is that we each
individually have different ways of being in a team. Plus our project was at risk at certain points. At the
start of our project, we were eager to do the shave to save. Our team reflected a lot on Tuckmans theory. In
this method there are five different stages, forming, storming, norming, performing and adjourning We
started off by forming our group, in this case, some of might have felt anxious about the project or not
confident that it was not going to work out. It was as well the second time we were working together as a
team.
Then there was some conflict throughout our project which is storming. For instance, we couldnt
do the project in the hall, some of the participants didnt show up, and some didnt show up with parental
consent forms. Even though those consequences happened, we were able to relax and find different ways
to make it work. For instance, we couldnt live stream yet we decided to take time-lapse instead. At this
stage, it was norming. Thankfully even if those consequences stirred up some conflict we still managed
as a team to be able to succeed to our full potential, we were then at performing. This meant we were able
to achieve our goal and raise money for the awareness. Lastly, it was adjourning which meant we had
finished our project and are ready to move on to something else.

On the other hand, our team was similar to Belbins theory. Meredith Belbin believed there are nine
different team roles that create a successful team. There are three different sections. Thinking Oriented,
People Oriented and Action-Oriented. In this scenario, I believe people in my squad individually had a way
of acting in a team. For instance one of my teammates Audrey is similar to P
lant. This role is in the
category of thinking oriented which is people who are introverted, good at problem-solving and creative.
She did this when we were trying to get information for the donation box since we had no idea where to get
it from. She randomly thought of asking Mrs.Crouch which benefited the team. Also my other teammate
Lola also had an impact on our team. I would compare her to Shaper. This is categorised as being
Action-Oriented. This means people who love being in control, they are passionate and can lash out when
becoming impatient. In this case, Lola liked knowing what everyone was doing within our team. Besides
she would be in control of what to post on social media. On the other hand, Harry as well had an impact. I
believe he would be classified as T eam Worker, this is within the category of People Oriented. Normally a
Team Worker is someone who can work with any type of person, caring, helpful and never complains. He
did this by being supportive towards the participants. Harry kept asking questions to them to make sure
they felt comfortable. He also didnt complain about cleaning the room and the hair that was on the floor.