Task Description   In this unit, your team will take on the role of a professional advisory service (similar to a general business consultancy that helps organisations address issues they can’t solve themselves)

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Task Description

 

In this unit, your team will take on the role of a professional advisory service (similar to a general business consultancy that helps organisations address issues they can’t solve themselves). In Module 2, you will respond to a client brief to create and pitch a solution to a professional audience, but to do so will require your team to work effectively. In line with Tuckman’s small-team development model (1977), being effective will require you to be open with one another to explore your collective strengths, limitations, expectations, capabilities and capacities. The learning activities that you complete in Module 1 (online and in class) are designed to support this exploration, and provide you with enough information about each other to create an operating structure/framework that you can use to help coordinate your efforts throughout the semester. Your team will define its operating structure via the creation of a team Culture Deck.

 

As a team, you are required to create a Culture Deck that communicates, to an open audience, the core operating structures, values, roles, rules, strengths and limitations for your team. To do this you need to create a website that clearly displays your team’s mission, vision, goals, ground rules and expectations. To help you conceptualise the design of the website, think about what you would want potential clients to know about your team. Equally important is to think about the pragmatic aspects of how your team will work with one another to leverage strengths and work with limitations to achieve your goals. In short, your Culture Deck needs to make a clear statement about how your team’s values and desired impact, and how your team will work effectively together to respond to the problem solving task that is central to Module 2.

 

When creating your Culture Deck, be sure to think about (and discuss) the limitations and capacities of your team, and make a clear set of priority areas that the team needs to monitor and potentially manage to ensure effective teamwork remains the modus operandi for the duration of the semester. In a practical sense, you want your Culture Deck to provide a clear picture of the values, behaviours and processes that should be championed (and avoided) in order for your team to succeed. It is a formal acknowledgement of known sources of conflict (and harmony), knowledge and skills gaps (and expertise), and strategies that you have agreed on to manage these pressures.

 

It’s important that your Culture Deck is not an essay. Instead, the focus is on rich insights supported with data and idea visualisation. Your challenge is to think creatively to communicate how your team’s talents, mindsets and personas come together to create a complimentary set of perspectives for tackling any challenge you might face.

 

In-text referencing is required, and referencing is in the APA style. You’ll still need a full reference list in your website to support your work (for example, in summarising the personalities of your team members, you could reference the BFI-2 in a written summary or after the heading of an infographic). Mobilise some of the key frameworks you’ve seen in Module 1 this semester, as well as in units you’ve experienced across your degree (KS1.2), to enrich the visual narrative displayed on your team’s Culture Deck. For example:

· How could you use Simon Sinek’s Golden Circle to share your team’s approach being an effective, coordinated whole?

· How would you describe your team’s maturity with respect to Tuckman’s group development stages, or perhaps compare to the traits of high performing teams?

· What does the mix of individual personalities in your team mean for working with each other?

· Are there any dominant social values you, collectively, place higher than others? What does this mean for the brand and intent of your team?

 

To complete the task, you’ll need to create a (free) website / blog to structure your culture deck. We suggest creating your website using a free website hosting platform (i.e. WordPress, mailchimp, Wix, etc.). However you choose to set up your website, please be sure to test your website early (make the site “go live”) to ensure you know what to expect at the time of submitting your site (i.e. does a site provider that calls itself “free” actually ask for payment prior to releasing your site? Does the “live” website look different to what you had built in the website creator platform?).

 

Please note that your team is encouraged to present and explain your Culture Deck website via a pre-recorded video (5mins max.) that should be shared with your tutor prior to submitting the assessment. You will also need to submit/upload a printable version (i.e. .pdf) to Blackboard before the deadline, as policy requires that we have a static version of your work for our grading records.

 

Working through the questions presented above is an essential higher order thinking task (HO2.2) for each individual team member, and your questions and thoughts should be discussed amongst your team to come to a common understanding for how your team could and should work (TS4.2).

 

After looking at your Culture Deck, a potential client organisation should have a clear picture of what you believe (as a team) makes you effective, how you work with and through each other, and what you are individually and collectively capable of doing. Just as importantly, your tutor should have a clear picture of the areas you believe you are most in need of support and guidance, so they can ask you the right questions to help you understand how to manage yourself and your team in maintaining an effective focus and workflow throughout Module 2. In doing so, your team will directly respond to the Unit Learning Outcomes for (ULO2) communicating to a range of audiences through concise visual and written forms of presentation, and (ULO3) demonstrating your ability to work effectively as a team to identify individual and collective strengths of your team members.

 

Assessment 1

 

 

 

 

	Outstanding 100%	High Distinction 99% --- 85%	Distinction 80% --- 75%	Credit 70% --- 65%	Pass 60% --- 50%	Fail 45% --- 25%	Low Fail 20% --- 0%
KS 1.2 (___/7.5) Application of technical word processing and visual design skills to effectively communicate team attributes, narratives and plans for your team’s inward and outward facing stakeholders.	Your Culture Deck emits a consistent brand for your team by framing your team’s attributes in a value-creating narrative. Concise, attention-grabbing written summaries are balanced with engaging infographics that mobilise colour, contrast and simplicity to champion your team values and create a clarity of intentional action for creating value and managing limitations.	The layout of your Culture Deck has a consistent look and feel that aligns well with the values of your team, creating a professional brand for inward and outward facing stakeholders to identify and engage with. The technical attributes of colour, white spacing, and text-to-image balance are effective: providing an excellent balance between written summaries and engaging informatics.	The layout of your Culture Deck is logical, interesting and easy to follow. Visual design elements, including colour, white spacing, and text-to-image balance are effective in creating a consistent visual brand to your Culture Deck. The overall design creates an effective narrative for your team’s outward and inward facing stakeholders to follow.	The layout of your Culture Deck is logical, interesting and easy to follow. Visual design for the Culture Deck mobilises the “three acts” (or other similar narrative framework) to structure the message of your Culture Deck, and the visual design reinforces the message of your team values.	The layout of your Culture Deck is logical, and readers can navigate the content of your Culture Deck without the need for prompts (in person) to explain what is being communicated with each infographic and summary. Visual design for the Culture Deck mobilises the “three acts” (or other similar visual design framework) to structure the message of your Culture Deck.	The layout of your Culture Deck applies some of the visual design principles of colour, contrast, white-spacing, etc., but appears cluttered, sparse, or both. Readers can navigate the content of your Culture Deck, but may require prompts (in person) to explain what is being communicated with each infographic and summary. It is difficult to identify a narrative for the Culture Deck.	The layout of your Culture Deck appears ad hoc and is unbalanced with respect to the visual design principles discussed in the Week 3 Masterclass. The content on the Culture Deck cluttered, sparse, or both. Readers may struggle to navigate the content of your Culture Deck without prompts (in person) to explain what is being communicated with each infographic and summary.
HO 2.2 (___/7.5) Adaptation and tailoring of existing personality and team effectiveness frameworks to demonstrate (outwardly) team problem solving and decision making strengths, and (inwardly) plan for effective use and integration of individual talents and personalities.	Your Culture Deck includes an array of evidence-supported infographics, tables, schedules and/or statements and accurately and insightfully summarise the core strengths, aspirations, limitations, and management strategies that enable your team members to flourish individually, and respond collectively to solve the problems they may face.	Your Culture Deck includes an array of evidence-supported infographics, tables, schedules and/or statements and accurately and insightfully summarise the core strengths, aspirations, limitations, and management strategies that enable your team members to work effectively with on their own and collectively. Processes for task allocation also ensure tasks fit with individuals’ strengths and limitations.	Your Culture Deck includes an array of evidence-supported infographics, tables, schedules and/or statements that accurately summarise the strengths and limitations of your team in line with the learning activities presented in the unit. Strategies for effective decision making and equitable administration of the team are tailored to individuals’ strengths and limitations.	Your Culture Deck includes an array of evidence-supported infographics, tables, schedules and/or statements that accurately summarise the strengths and limitations of your team – drawing on some of the activities and frameworks discussed in the unit. Strategies for effective decision making and equitable administration of the team are also detailed.	Your Culture Deck includes an array of infographics, tables, schedules and/or statements that summarise the strengths and limitations of your team – drawing on some of the activities and frameworks discussed in the unit. The Culture Deck also provides details about the ways your team intends to manage its decision making and ongoing administrative processes.	Your Culture Deck includes a mix of infographics and/or statements that detail the strengths and limitations of some, but not all, of your team members. There is an attempt to detail the strategies the team intends to use to manage team administrative processes. Some consideration for team decision making processes is also provided.	While your Culture Deck includes some detailed information about your team, there is no consideration of team member personality, nor of how the collection of personalities within the team should be managed to support effective teamwork. There is no indication of team management and/or administrative practices, leaving little confidence that the team has purposefully considered how to work with one another.
TS 4.2 (___/5) Development of core team values that (outwardly) promote the team’s vision for success, and ground rules that (inwardly) guide the team’s collaboration with one another.	Your Culture Deck is an exemplar of Sinek’s “why” statement, and unifies team values, aspirations and ground rules into a coherent and motivating message for your stakeholders and team members. All key assertions and frameworks are supported by current business literature, creating an evidence-based strategy for managing your team’s work processes and administrative practices.	Your Culture Deck communicates a concise, insightful team “why” statement, and applies Sinek’s principle of singularity to create an inspiring phrase for your team’s stakeholders, and embodies the values of individual team members. Your team’s operating rules have adapted the frameworks introduced in Week 4’s tutorial to clearly demonstrate how the collective needs of team members are acknowledge, appreciated and leveraged for team success.	Your Culture Deck communicates a well developed but lengthy team “why” statement, and applies Sinek’s principle of singularity to create an engaging phrase for your team’s stakeholders, and aligns well with the values of individual team members. Your team’s operating rules have adapted the frameworks introduced in Week 4’s tutorial to suit and build on the collective needs of the team.	Your Culture Deck communicates a persuasive team “why” statement, and applies Sinek’s principle of singularity to create an engaging phrase for your team’s stakeholders, and aligns well with the values of individual team members. Your team’s operating rules have adapted the frameworks introduced in Week 4’s tutorial to suit the collective needs of the team.	Your Culture Deck communicates your team’s “why” statement, and applies Sinek’s principle of singularity to create an engaging phrase for inward and outward facing stakeholders. Your team’s operating rules apply (and reference) the frameworks introduced in Week 4’s tutorial for advanced team work and administration.	Your Culture Deck attempts to communicate its values and vision, but is not consistent to the tenets of Sinek’s requirements for constructing a “why” statement. AND/OR Your team’s ground rules are under-developed, lack explicit reference to their source(s), and/or provide little confidence that the team has a well thought plan for coordinating efforts across the semester.	Your Culture Deck does not have a clear statement of team values, be it a formal “why” statement or list of values. AND / OR Your Culture Deck does not have a clear set of ground rules to guide the day to day running of your team.
	Outstanding 100%	High Distinction 99% --- 85%	Distinction 80% --- 75%	Credit 70% --- 65%	Pass 60% --- 50%	Fail 45% --- 25%	Low Fail 20% --- 0%
Overall Mark: /20	Comments: