UN climate chief: extreme weather reminds us we must act on climate change – video | Environment | theguardian.com

UN climate chief: extreme weather reminds us we must act on climate change – video | Environment | theguardian.com.

In an exclusive Guardian interview UN Climate Chief Christiana Figueres says climate change must be addressed in a timely way, and should not be a politically partisan issue, and that we hold responsibility to maintain the environment for our future generations.

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One comment on “UN climate chief: extreme weather reminds us we must act on climate change – video | Environment | theguardian.com
  1. Alebiosu says:

    The Nigeria National Scout Organization

    Friday, 10 May 2013

    GROUP DEVELOPMENT PROCESS: A REVIEW OF BRUCE TUCKMAN DEVELOPMENT MODEL TOWARDS THE IMPROVEMENT OF NIGERIA NATIONAL SCOUT ORGANIZATION. Presented by: Olusoga Sofolahan (Olori Omo-Oba) (LT/MT) (MBA, MSC. MNISM, FCE)

    CONVOCATION:

    Bruce Tuckman reviewed about fifty studies of group development (including Bale’s model) in the mid-sixties and synthesized their commonalities in one of the most frequently cited models of group development (Tuckman, 1965).

    The model describes four linear stages (forming, storming, norming, and performing) that a group will go through in its unitary sequence of decision making. A fifth stage (adjourning) was added in 1977 when a new set of studies were reviewed (Tuckman & Jensen, 1977).

    The Forming – Storming – Norming – Performing model of group development was first proposed by Bruce Tuckman in 1965, who maintained that these phases are all necessary and inevitable in order for the team:

    1.    To grow,

    2.    To face up to challenges,

    3.    To tackle problems,

    4.    To find solutions,

    5.    To plan work, and

    6.    To deliver results.

    This model has become the basis for subsequent models.

    Forming

    In the first stages of team building, the forming of the team takes place. The individual’s behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines, such as team organization, who does what, when to meet, etc. individuals are also gathering information and impressions – about each other, and about the scope of the task and how to approach it. This is a comfortable stage to be in, but the avoidance of conflict and threat means that not much actually gets done.

    The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. Team members tend to behave quite independently. They may be motivated but are usually relatively uninformed of the issues and objectives of the team. Team members are usually on their best behavior but very focused on themselves. Mature team members begin to model appropriate behavior even at this early phase. Sharing the knowledge of the concept of “Teams – Forming, Storming, Norming, Performing” is extremely helpful to the team.

    Supervisors of the team tend to need to be directive during this phase.

    The forming stage of any team is important because, in this stage, the members of the team get to know one another, exchange some personal information, and make new friends. This is also a good opportunity to see how each member of the team works as an individual and how they respond to pressure.

    Storming

    Every group will next enter the storming stage in which different ideas compete for consideration. The team addresses issues such as what problems they are really supposed to solve, how they will function independently and together and what leadership model they will accept.

    Team members open up to each other and confront each other’s ideas and perspectives. In some cases storming can be resolved quickly. In others, the team never leaves this stage. The maturity of some team members usually determines whether the team will ever move out of this stage. Some team members will focus on minutiae to evade real issues.

    The storming stage is necessary to the growth of the team. It can be contentious, unpleasant and even painful to members of the team who are averse to conflict. Tolerance of each team member and their differences should be emphasized. Without tolerance and patience the team will fail. This phase can become destructive to the team and will lower motivation if allowed to get out of control. Some teams will never develop past this stage.

    Supervisors of the team during this phase may be more accessible, but tend to remain directive in their guidance of decision-making and professional behavior. The team members will therefore resolve their differences and members will be able to participate with one another more comfortably. The idea is that they will not feel that they are being judged, and will therefore share their opinions and arguments.

    Norming

    The team manages to have one goal and come to a mutual plan for the team at this stage. Some may have to give up their own ideas and agree with others in order to make the team function. In this stage, all team members take the responsibility and have the ambition to work for the success of the team’s goals.

    Performing

    It is possible for some teams to reach the performing stage. These high-performing teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision. By this time, they are motivated and knowledgeable. The team members are now competent, autonomous and able to handle the decision-making process without supervision. Dissent is expected and allowed as long as it is channeled through means acceptable to the team.

    Supervisors of the team during this phase are almost always participative. The team will make most of the necessary decisions. Even the most high-performing teams will revert to earlier stages in certain circumstances. Many long-standing teams go through these cycles many times as they react to changing circumstances. For example, a change in leadership may cause the team to revert to storming as the new people challenge the existing norms and dynamics of the team.

    CASE SCENARIO FOR OUR NATIONAL SCOUT ORGANIZATION

    In trying to rebuild our National Scout Organization, different ideas would come up, as part of what the Solutions could be in terms of managing the polity, the Constitution and the Administration/Management. However, one common Goal is that we all want to grow together as a “TEAM”. All the Four phases of Bruce Truckman could be inevitable and are bound to occur. Our greatest Strengths would be our ability to be able to manage our differences without dis-integrating our collective zeal to achieve greatness in the Nigeria Scout Association. I would like to end this write up with the full definition of the acronym TEAM; which means:

    T     =     Together

    E     =     Everyone

    A    =     Achieves

    M   =     More. Just using this as a point of working together to achieve goal we all set in our organization

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