Quote:
Originally Posted by Sid323
I am worried about the same commitment issues that you mentioned. While we have a core of members who have both experience and commitment, quite a bit of our team is new, and not many of them have shown true commitment so far. Whether it was slacking off during previous meetings or not showing up at all, I think the main problem was that they were not engaged. Essentially, they weren't sure what to do, so they didn't do much at all.
I think this can be solved by having everyone involved from the very start, but how much can completely new members contribute at the very start of the season? While I'm sure they will have crucial contributions, I think that they will need their sub-team leaders and mentors to keep a close eye on them and hold them accountable for the sprints they choose to pursue.
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I suspect that most teams have an issue with commitment, especially beyond the core group of students and mentors. We have had team members that we thought we could count on who stop showing up for one reason or another. I doubt that it will ever be possible to "make" all of the uncommitted become committed.
Unlike in a job situation, all the team members and most of the mentors are volunteers and there is no paycheck to keep them committed. It seems that it is mainly the passion that keeps people committed. Thus, one would probably have greater success applying management techniques appropriate to the environment we are in rather than trying to fit the people into a management technique from another environment that sounds attractive.