FAHA: Operation Inspiration
 

Another new one! (can you tell we both had time off of school today???)

This thread comes to us from a mentor in a bit of a tough spot. He/She wants to see things get done on the team; however is finding member dedication running thin. He/She is looking for advice as to getting the whole team on the same page.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

There have been many days when I've just wanted to scream because no one is performing any work- they're just sitting around playing games, chatting, or watching videos on YouTube. If I had my druthers I'd have kicked them off the team- they don't contribute and provide only additional distractions to the few that want to be working.

I'm not there to nag them like their parents- and they (the students) give up too easily. The mentality of "Oh Well" is so pervasive it's sickening- it's not how I was raised and it frightens me that "Oh well, we don't have an arm" or "Oh well, we don't have a drive train" is so easily shrugged off- as if personal responsibility to the group is of no consequence. I'd really like to know some opinions or feelings on this. I've spent more time calming and de-conflicting personalities than I have working on the robot.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

FIRST-a-holic Anonymous mailbox is a place to share your concern and frustration about your FIRST experience anonymously. It is the perfect place if you just want someone to listen, or ask for advice when you don’t know what to do. Submit your letters today at the FIRST-a-holic anonymous mailbox forum. If you wish to respond to this thread anonymously, please PM Beth or Bharat with your response and thread title.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Re: FAHA: Operation Inspiration
 

If the problem is that people feel no personal responsibility for a collective goal, try making some of the responsibility less collective. Offer each student a specific task with the understanding that he or she will be personally accountable for its getting done.

You might also set a policy that failing to work toward the team's goals is equivalent to resigning from the team.

Re: FAHA: Operation Inspiration
 

I think this is a great idea. You need to show them that you have higher standards for them than they have for themselves, and that you have these standards because you know what they are capable of. Tell them, that if they can't accomplish what you expect, which I'm sure isn't much more than a better attitude and more dedication to the team, then maybe they aren't cut out for a position in such an environment.

I wouldn't cut anyone right away, but I would definitely threaten them with it. Maybe put them on "probation." If you don't see them spending more time on task, and actually working for the betterment of the team, then you are going to consider letting them go. Let them know what you have observed and have been thinking about, and are concerned about.

Re: FAHA: Operation Inspiration
 

Sounds like the team could use some team building exercises. They can provide excellent opportunities to work together and to help individuals understand how their contributions (or lack of) impact the team/team effort. They also provide an opportunity for laughter and for stepping back and looking at things from a different perspective. Building a team takes a lot of work and a lot of patience, no doubt about it.