Offering constructive feedback and guidance during play

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Reference no: EM133733305

Case Scenario: Managing team dynamics at ACME innovations pvt limited

ACME Innovations, a leading player in the technology sector, is renowned for its commitment to innovation and excellence in project execution. The company thrives on assembling dynamic project teams, each comprising individuals with diverse skills and expertise.

Situation: In a recent project at ACME Innovations, project manager Sarah leads a team tasked with developing a cutting-edge software solution. Sarah, an experienced leader with a proven track record, is entrusted with guiding the team towards success.

Enter Chris, a talented engineer newly recruited to the team. Chris brings fresh insights and a unique perspective to the project, quickly integrating into the team and making significant contributions from the outset. The team initially welcomes Chris's innovative approach, recognising the potential value it brings to the project.

However, as the project progresses, Sarah begins to notice subtle shifts in team dynamics. Sarah, who has been with ACME for several years and commands respect within the organisation, finds herself feeling uneasy about Chris's rapid adaptation and unconventional methods. Unintentionally, Sarah's apprehension leads her to unintentionally downplay Chris's contributions during team discussions and meetings.

Meanwhile, another team member, Alex, starts exhibiting behavior detrimental to team dynamics. Alex is resistant to change and dismissive of Chris's ideas, creating tension within the team. This resistance adds to the overall challenges faced by Sarah and Chris, further complicating their working relationship.

Despite the underlying tension, the team manages to meet project milestones, albeit with some friction and inefficiencies. However, the unresolved dynamics between Sarah, Chris, and Alex pose a potential risk to the team's long-term cohesion and performance, highlighting the importance of addressing interpersonal challenges in the business environment.

2. Sarah, as the project manager, acknowledges Chris's contributions and addresses tension from Alex's resistance to change.

3. Sarah actively listens to issues, concerns, and problems raised by team members, offering constructive feedback and guidance during the play.

Reference no: EM133733305

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