# data[].attributes.body
Hello, I'm Dhara. A student in B.tech (ASE) at UPES Dehradun. For the past few months i have been a part of "leadership and teamwork" and This is my collection of learning takeaways from the course :)

# data[].attributes.body
Learning takeaways:
~Leadership is one of the most important qualities required to excel in life both, personally and professionally.
~ A leader is not necessarily someone who knows the technical aspects of managing a team but someone who knows how to bring the best out of the members and lead them towards their goal.
~Lastly  leadership is something which adds to our overall personality and also helps to improve our skills.

# data[].attributes.attachment_link.title
Lavender Buildings Social Media Report - A4 by Dhara moga

# data[].attributes.body
"Leadership is not about knowing all the answers but to take what's in your cup and pour it into some else's which are less full"
"Leadership doesn't happen in the day, it happens daily"
This video shows how a person with leadership qualities sees potential in others and guides them on the right path.He lets his actions speak even when the teenager is not paying attention and never gives up on him.

# data[].attributes.body
Leadership definition:
Leadership according to me is the art of motivating and influencing people to act toward achieving a common goal.Leadership requires patience and mindset to accept failures and to learn from them.It also includes encouraging others and most importantly to make them feel heard and respected. Lastly, I feel Leadership is not only about guiding  others but also to learn from others.

# data[].attributes.body
MBTI personality type = INFP -T

# data[].attributes.attachment_link.readable_text
Your Results

What aspects of personality does this tell me about?
There has been much research on how people describe others, and five major dimensions of human personality have been found. They are often referred to as the OCEAN model of personality, because of the acronym from the names of the five dimensions. Here are your results:

Open-Mindedness

High scorers tend to be original, creative, curious, complex; Low scorers tend to be conventional, down to earth, narrow interests, uncreative.

Conscientiousness

High scorers tend to be reliable, well-organized, self-disciplined, careful; Low scorers tend to be disorganized, undependable, negligent.

Extraversion

High scorers tend to be sociable, friendly, fun loving, talkative; Low scorers tend to be introverted, reserved, inhibited, quiet.

Agreeableness

High scorers tend to be good natured, sympathetic, forgiving, courteous; Low scorers tend to be critical, rude, harsh, callous.

Negative Emotionality

High scorers tend to be nervous, high-strung, insecure, worrying; Low scorers tend to be calm, relaxed, secure, hardy.

What is the "Big Five"?
Personality psychologists are interested in what differentiates one person from another and why we behave the way that we do. Personality research, like any science, relies on quantifiable concrete data which can be used to examine what people are like. This is where the Big Five plays an important role.
The Big Five was originally derived in the 1970's by two independent research teams -- Paul Costa and Robert McCrae (at the National Institutes of Health), and Warren Norman (at the University of Michigan)/Lewis Goldberg (at the University of Oregon) -- who took slightly different routes at arriving at the same results: most human personality traits can be boiled down to five broad dimensions of personality, regardless of language or culture. These five dimensions were derived by asking thousands of people hundreds of questions and then analyzing the data with a statistical procedure known as factor analysis. It is important to realize that the researchers did not set out to find five dimensions, but that five dimensions emerged from their analyses of the data. In scientific circles, the Big Five is now the most widely accepted and used model of personality (though of course many other systems are used in pop psychology and work contexts; e.g., the MBTI).

What do the scores tell me?
In order to provide you with a meaningful comparison, the scores you received have been converted to "percentile scores." This means that your personality score can be directly compared to another group of people who have also taken this personality test. The percentile scores show you where you score on each personality dimension relative to other people, taking into account normal differences in gender and age.
For example, your Extraversion percentile score is 19, which means that about 19 percent of the people in the comparison sample are less extraverted than you. In other words, you are rather introverted as compared to them. Keep in mind that these percentile scores are relative to our particular sample of people. Thus, your percentile scores may differ if you were compared to another sample (e.g., elderly British people).

Where can I learn more?
If you'd like to learn more about personality psychology, take a look at these links to other personality sites on the web. Take a look at our homepage for more tests!

How do I save my results? How can I share them?
You can bookmark or share the link to this page. The URL for this page contains only the data needed to show your results and none of your private responses. Save this URL now, as you won't be able to get back to this page after closing it: https://www.outofservice.com/bigfive/results/?o=56,50,63&c=56,44,50&e=56,56,13&a=56,63,38&n=56,44,63&y=2000&g=f
For classroom activities: sometimes educators ask students to use this site for classroom projects and need the "raw" scores. Your raw scores, normalized 0 to 1: o: 0.56, c: 0.50, e: 0.42, a: 0.52, n: 0.54

# data[].attributes.attachment_link.description
Your Results What aspects of personality does this tell me about? There has been much research on how people describe others, and five major dimensions of human personality have been found. They are often referred to as the OCEAN model of personality, because of the acronym from the names of the five dimensions.

# data[].attributes.body
In the past there have been various instances where i realized that i am an assertive leader but a bit domineering at times. I used to be someone who liked to take charge but didn't want the responsibilities which come with it. At times there was also lack of trust in my team members, being an ambivert it has always been difficult for me to express my thoughts clearly but over the last few years, i have been learning and taking inspiration from people around me to be a better leader. i have been trying to improve and i still am.hopefully i'll be able to become the leader which i vision for myself.

# data[].attributes.attachment_link.readable_text
What are the 5 stages of team development?

Each stage plays a vital part in building a high-functioning team.

In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

Tuckman didn't just have a knack for rhyming. (Although, it does make the stages easier to remember.) Each is aptly named and plays a vital part in building a high-functioning team.

The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could even compare it to going out on a first date.

The team has just been introduced and everyone is overly polite and pleasant. At the start, most are excited to start something new and to get to know the other team members.

During this stage, you may discuss:

Member's skills, background and interests

Project goals

Timeline

Ground rules

Individual roles

As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team members to develop relationships and understand what part each person plays.

But, because this stage focuses more on the people than on the work, your team probably won't be very productive yet.

Have you ever reached the point in a relationship where you become aware of a person's characteristics and they frustrate or annoy you?

Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Eat with their mouth open? Or they listen to the same Drake song 15 times in a row?

Well, congrats, you've entered the storming stage.

Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you realize that they aren't. Once you're aware of their flaws, you either learn to embrace them or the relationship will end quickly.

In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The initial feelings of excitement and the need to be polite have likely worn off.

Personalities may clash. Members might disagree over how to complete a task or voice their concerns if they feel that someone isn't pulling their weight. They may even question the authority or guidance of group leaders.

But, it is important to remember that most teams experience conflict. If you are the leader, remind members that disagreements are normal.

Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the problem grow until it blows up. So, recognize conflicts and resolve them early on.

In 1977, Tuckman added a fifth stage called adjourning. (Sadly, not a perfect rhyme.) Once a project ends, the team disbands. This phase is sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
Start Tracking Your Team

Why are the 5 stages of group development important?

How can you help your team advance in their development?

Business owners, managers, and entrepreneurs are often viewed as team leaders. If something fails, you may blame yourself. If it succeeds, you'll receive the praise.

Whether you are leading your entire company or a smaller project group, you have a huge influence on team development and performance. It's almost like being Captain America to The Avengers or Steve Jobs to Apple. Of course, those are some big shoes to fill.

You don't have to gain superpowers from a serum or create one of the most iconic brands of your generation to be a great leader.

Guide your team through each stage of the process with the following tips:

1. Set a clear purpose and mission and revisit it throughout the process.

2. Set ground rules and make sure they are followed.

Rules may not sound fun, but they clear up confusion. Without them, no one will know what is considered acceptable behavior. Everyone will have their own "style" of doing things. Groups without rules are disjointed, prone to conflict and inefficient.

One of the first tasks that teams should do is establish ground rules. These can cover how to interact in the group to how to complete tasks efficiently. Some examples are:

Don't interrupt another member when they are speaking.

Turn off your phone during working meetings.

Track your time transparently with Toggl Track.

Create a weekly work plan with tasks and share it with the team.

Remember that rules are created to help your team stay focused on what matters most─performance.

3. Let other members act as leaders or facilitators.

Every team should have a facilitator─a person who leads and guides meetings and discussions. Someone who drives the group towards a common goal.

As a company founder or manager, you may be the designated team leader. But, that doesn't mean you should always be the one leading.

Leading a team is tiring. Try to do it all on your own and you'll burn out fast.

Sometimes, there may even be another member of the group more qualified to lead a discussion than you. If you are discussing the security of a mobile app you are building, the best facilitator could be the cyber security expert on your team?

High-functioning teams work so well together that facilitator roles can rotate without impacting their performance.

4. Don't try to avoid conflict. It is normal and can be healthy.

5. Remind group members to listen.

6. End each meeting with insightful and constructive feedback that improves the group process.

When you lead a group, part of your responsibility is to observe. Study how the team functions as a unit and individually.

What are they doing well? What do they need to improve? Give individual feedback in one-on-one meetings. But, you can point out areas of improvement or strengths to the group as a whole, without pointing fingers.

Don't scold teams for their mistakes and failures, without showing them what went wrong. Don't point out problems without offering solutions and advice.

It is important to give criticism in a way that empowers them to do better.

Nobody likes a Negative Nancy or Debbie Downer either. Tell teams what they are doing right as well as what they need to improve.

As a leader, don't think that you are flawless though. Give and ask for feedback from your team. That could mean sending out a weekly or monthly anonymous survey.

2. Close your speech in a memorable way: compliment your audience, deliver a punchline or share a shocking information or quote that suggests urgency.

7. To progress, everyone must contribute and participate.

The point of having a team is to work together. Each person plays a part and has something to contribute. When one person fails to complete a task, the rest of the group suffers.

It is important to instill this sense of responsibility in a group. But, you may still need to remind and motivate members to be productive.

This is another area where time tracking can help. With Toggl Track, team members can track the work that they do. This is especially useful if you have some people that are working remotely.

Even if your group has two or three leaders, you can't always monitor your team. You can't look over their shoulders and make sure that everyone is doing their work. Ideally, your team is made up of reliable people that know and fulfill their responsibilities.

There are other advantages to tracking your time with an app though. When you know how long a process takes, you can identify areas that could be made more efficient. Then, develop more productive habits. It can also help you predict how much additional time your group might need to complete the current project.

If powerful superhero and entrepreneur teams have taught us anything, it is that working with others can increase your strength and success. Some projects you just can't tackle alone.

Building a team isn't easy. It is a process. Knowing each stage of development can help you create all-star teams that deliver amazing results.
Try Toggl Track for Free

# data[].attributes.attachment_link.description
Each stage plays a vital part in building a high-functioning team. In 1965, a psychologist named Bruce Tuckman said that teams go through 5 stages of development: forming, storming, norming, performing and adjourning. The stages start from the time that a group first meets until the project ends.

# data[].attributes.body
COMMON FORMATIVE FEEDBACK BY COACH

# data[].attributes.body
Leadership toolbox I

# data[].attributes.body
Being a victim or a player is a matter of choice. Throughout my life until now, i have been a victim as well as a player.There have been times when i have blamed my incompetency on situations because it was easier to say and explain. On the other hand there have also been times when i was successful in completing a task even when i had time constraints because i felt like i had contributed to the problem and had to do it no matter what.

# data[].attributes.attachment_link.title
Be A Player, Not A Victim - LinkedIn Speaker Series - 3/3

# data[].attributes.body
Leadership toolbox II
Through the feedback i got to know quite a few things abut myself.some of them are also what i have known earlier.
Positive traits:
~focused & goal oriented
~good at finding solutions
~acknowledging people's opinions
~creative
Negative traits:
~open up to team members and make a bond with them.
~improve communication skills
~be more approachable.
I plan to improve my shortcomings and try to be better.

# data[].attributes.body
Leadership toolbox III

# data[].attributes.body
We were assigned the task to make a group project in our "leadership and teamwork" course, i had joined the team a bit late due to personal reasons.When i joined the team they had already prepared two solutions and i was in charge of finding the third one. I looked into their script and solutions but didn't find it very promising so i used the white hat to present my neutral perspective on it based on the facts that i had.We were able to improve our project after that.The next part of our project was to present it in front of our professor, while planning the presentation we used the green hat to make it more interesting. Since then we have been using the yellow hat to motivate each other and stay assured that our project will be successful.

# data[].attributes.body
Common Formative Feedback II

# data[].attributes.body
Leadership theory and style

# data[].attributes.body
Throughout my high school, every time we were given a team project  i have used the Lewin's leadership styles particularly the democratic approach. Every team member has  a different personality & different perspectives so differences can't be avoided,the best way to proceed is to let everyone present their ideas one by one. The process of the project always included discussions and shared opinions.We had everybody expressing their opinions freely and then deciding things based on majority opinion and keeping our team interest in mind.

# data[].attributes.body
Positive leadership

# data[].attributes.body
Team MAESTRI
"Important elements of positive leadership"

# data[].attributes.body
Leadership in the v.u.c.a. world

# data[].attributes.body
Throughout the pandemic, my dad who has been handling two  hospitals faced a situation where me and my family were able to control the situation using v.u.c.a technique.

Volatility: While handling hospitals and stressful situations my dad's health was worsening, he isolated himself from us in order to avoid us getting infected.
Uncertinity: We weren't sure if it was covid, so he consulted a doctor who advised him to keep his health in check and wait for a few days.
Complexity: Our family was scared and nervous so we started taking extra precautions to avoid getting infected .
Ambiguity: After getting my dad's reports done,fortunately he didn't have covid but his blood sugar levels were affected because of stress. ever since then we have been trying to not let things affect our mental health while taking care of  us and others as well.

# data[].attributes.body
Life lessons:
The Great Escape is not just a movie. It’s a parable for how we should live our lives; there are times when we need to open up the throttle to feel the wind of challenge in our faces, to tackle it head on.life, like The Great Escape, is a series of dispiriting setbacks, of anti-climaxes, of having your hidden drain sump discovered when you least expect it.

Yet, there’s even more to be gained from this movie, it’s life affirming. It says sometimes you will tunnel and you will come up short. But if we keep digging together we will eventually make the trees.
Relation to the course:
This movie teaches us some great lessons on teamwork, such as
~Teamwork is birthed when you focus on "we" instead of "me".
~be mission conscious,goal matters not the role.
~collaboration is multiplication,all union is strength
~a team is many voices with a single heart.
~"teamwork makes the dream work"
End remarks:

The Great Escape is a film that shows teamwork displayed in a drastically different situation, and proves that teamwork is about more than sports, our jobs, or even our families. Teamwork also expands across generations, and can also be born out of extremely dire circumstances. A film about a planned escape from a German prisoner of war (POW) camp by Allied prisoners during World War II. The Great Escape illustrates just how far people will go and to what extent they will work together when faced with adversity.It certainly brought attention to the escape and captivated its audience with its humor and action but it takes poetic license with the escape.

# data[].attributes.body
Life lessons:
~It's never too late to change your life's trajectory.
~Choose your “friends” wisely.

~Don't say anything you can’t take back.

~In times of crisis, we figure out what truly matters to us.

~We are all in danger of being lured away by our own evil desires.
Relation to the course:
The Ice Age crew always works together to face their challenges. With the end of the world crashing toward them, they find a way to set aside differences of opinion and ability and work together as a team in order to fulfill a common goal.

End remarks:
A great part of the series is that it’s not about a singular herd of animals, but instead a group of a variety of species who all have different gifts: speed, agility, intelligence, strength, etc. and they use those distinctions to their advantage. While the crew may argue about who is right at times, ultimately they find a path to compromise through appreciating what gift or idea each character can offer to the team.

# data[].attributes.body
I truly enjoyed her talk, she shared many experiences which enhanced her leadership skills.yes, i could relate the the things she was sharing to our course " Leadership & Teamwork".Her experiences were also a reminder for people to keep striving hard in order to achieve what you want.
Learning takeaways:
~push your limits
~know when to grab or create opportunities
~everyone is unique
~have an inspiring goal
~importance of space to excel and shine.

# data[].attributes.body
The talk was amazing. I learned a lot regarding leadership skills.
Learning takeaways:
~importance of motivating people
~three factors which led to better performance - mastery, autonomy & purpose.
~a leader should always encourage people around them.
overall it was a great session.

# data[].attributes.body
Week 1:
how best to compose and structure your team. The need to determine the optimal team size, diversity of team members, values, and goals for the team -- all of which will have a big impact on team dynamics and performance.
learning takeaway= strategies and tactics to design your team effectively.
Week 2:
determining how best to structure your team, specifically how we will structure decision making, rewards, and roles.
Learning takeaway =  strategies and tactics to structure team effectively.

Week 3:
Learning takeaway =  how to recognize most typically process hurdles in teamwork and how to overcome them, thus creating high-performing teams.
Week 4:
Learning takeaway = how to evaluate team performance and how to ensure this high performance is sustainable in your teams and also how to ensure team learning and effective flow of new ideas in your teams.

# data[].attributes.attachment_link.title
Blue and White Simple Start-up Business Animated Presentation - Presentation (16:9) by Dhara moga

# data[].attributes.body
By being a part of this course , the past few months have been nothing less than a  box of lifelong learning.I was able to recognize the importance of leadership in every aspect of life. I learned a lot about leadership and teamwork and was able to improve my abilities.Lastly great faculty and great colleagues made the experience much better than what was expected :)