Question.4221 - Guiding Coalition Subscribe After reading Sherri Tallson's email to the guiding coalition, the group decides it should present a united front in response to her. The members have different opinions, however, on what to say in their reply. In this discussion, give your perspective on each of the following: What do es it mean to trust a coworker? Given that you have no personal knowledge of Sherri, how does her email strengthen or weaken your trust in her as a potential recruit? If you do not trust her, what would it take for her to build that trust? What role could you find for Sherri in your volunteer army, and why would you give her that role? Read your peers' posts and respond to the ideas posted by at least two people. Remember to share honest, respectful responses to promote a meaningful discussion. This discussion will be helpful in developing the first part of your change plan.
Answer Below:
PHPWord body {font-family: 'Arial'; font-size: 11pt;} * {font-family: 'Arial'; font-size: 11pt;} a.NoteRef {text-decoration: none;} hr {height: 1px; padding: 0; margin: 1em 0; border: 0; border-top: 1px solid #CCC;} table {border: 1px solid black; border-spacing: 0px; width : 100%;} td {border: 1px solid black;} p, .Normal {margin-bottom: 8pt;} h1 {font-family: 'Times New Roman'; font-size: 24pt; font-weight: bold;} h1 {margin-top: 5pt; margin-bottom: 5pt;} h2 {font-family: 'Times New Roman'; font-size: 18pt; font-weight: bold;} h2 {margin-top: 5pt; margin-bottom: 5pt;} .Normal Table {table-layout: auto;} .Heading 1 Char {font-family: 'Times New Roman'; font-size: 24pt; font-weight: bold;} .Heading 2 Char {font-family: 'Times New Roman'; font-size: 18pt; font-weight: bold;} .Normal (Web) {font-family: 'Times New Roman'; font-size: 12pt;} .Hyperlink {color: #0000FF; text-decoration: underline ;} .Strong {font-weight: bold;} body > div + div {page-break-before: always;} div > *:first-child {page-break-before: auto;} @page page1 {size: A4 portrait; margin-right: 1in; margin-left: 1in; margin-top: 1in; margin-bottom: 1in; } Hi Avery, I really appreciate your insights on Sherri’s email and the nuanced way you’ve approached her potential as a recruit. You bring up an important point about the mixed signals in her communication. On one hand, her enthusiasm to contribute is definitely a positive sign—it shows that she’s motivated and eager to be involved. On the other hand, her skepticism about the potential for meaningful change could signal a lack of alignment with the group’s overall vision. I agree that a positive, forward-thinking attitude is critical for team cohesion, and her doubts may require some time to address. Your suggestion for how Sherri could build trust is spot on. As you mentioned, trust isn’t built overnight, but through consistent actions. If Sherri can demonstrate her commitment to the coalition’s goals by actively participating in tasks and meetings, that would show her willingness to align with the group’s values. Transparency and accountability, as you said, are key—especially in the context of building trust within a team. I also like how you emphasized the importance of positive contributions; showing optimism can go a long way in fostering a team-oriented environment. The role you’ve suggested for Sherri as Communications Lead or Engagement Specialist also makes a lot of sense. By leveraging her expertise in communications, Sherri can add value to the group while also having the opportunity to engage with the team and prove her dedication. This could be a great way for her to both demonstrate her capabilities and build relationships within the coalition. Great reflection overall, and I look forward to seeing how this situation develops! Hi Jerrica, I really appreciate the thoughtful response you’ve shared, particularly how you’ve focused on Sherri’s tone and the potential impact on group dynamics. I agree that Sherri’s email could weaken trust, especially with its condescending tone. Trust is built on transparency, mutual respect, and the ability to communicate in a constructive manner, and her approach doesn’t initially suggest she’s invested in fostering that kind of team dynamic. I also see your point about how her participation might affect team morale. A strong team is about collaboration, and if her tone continues to alienate others, it could create divisions that harm progress. However, I also think you’ve hit on a crucial point about the importance of understanding Sherri’s perspective. As you said, a candid conversation could help clear the air and give Sherri the opportunity to express her concerns more collaboratively. If her frustrations come from a place of wanting to improve things, that’s something that could eventually contribute positively to the team. I believe a direct, honest conversation could allow us to determine whether her intentions are constructive and give her a chance to work on her communication style in a more team-oriented way. I like your suggestion of using her skills in the Communications Department to facilitate discussions and gather feedback. This role seems like an excellent way for her to channel her expertise and concerns into a productive outcome for the group. This approach also gives the team a chance to see if she can contribute effectively, while allowing her to focus on what she does best—communication—without exacerbating the issues her email raised.More Articles From Leading Through Change and Uncertainty (2251)
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