BUILDING A COALITION

The Case
(Introduction)
Woodson Foundation is a large non-profit social service agency that is teaming up with the
public school system in Washington, D.C., to improve student outcomes. The schools have
problems with truancy, low student performance, and crime. The teachers are discouraged to
help students due to disrespect and behavioural issues in the classroom. The turnover rate for
the best teachers is high because they tend to leave and go to schools that are not as troubled.
Woodson Foundation and the public school system plan to create an experimental after-school
program that will combine Woodson Foundation's skills in raising private money with the
education expertise of school staff. The system has to be financially self-sufficient. They agreed
to develop a new agency that will draw on resources from both organizations. In order to carry
out the plan, there must be formation of an executive development team that will span multiple
functional areas and establish the operating plan to improve school performance.
Representatives from both the Woodson Foundation, the school district and the National
Coalition for Parental Involvement in Education (NCPIE), which acted as representative for
parents on behalf of the PTA, must cooperate and participate.
Statement of the Problem
Who among the candidates should be in the executive development team that can
effectively organize and lead the creation of the new program?
Objectives
To choose or select 3 persons from the 7 candidates who will be appointed to
lead, organize, and manage the executive development team.
To increase or improve student outcomes (like student performance) by 12% in
one (1) school year.
To reduce teacher and staff turnover by 22% in 5 months.

SWOT Analysis

Strength

The teaming up of the Woodson Foundation, a large nonprofit social service agency, and
the public school system in Washington, D.C., is already considered as strength on their part
because of the clich that two is better than one. They have a lot of resources available also
because they are a lot of organizations involved who can provide the resources they need. Each
organization involved has different field of specialties which they can offer to the team. Example
for the Woodson Foundation has skills in raising private money will be considered as an
advantage for them making them financially self-sufficient. They will also provide logical support

and program development and measurement staff. The school system on the other hand, will
provide classrooms and teaching staff. The most important strength they have is that they have
only one main goal that will drive and motivate them and it is to improve student outcomes.

Weaknesses

Like any other organizations, the team also has their weaknesses. Because of the fact that they
came from different organizations, some substantive conflicts will surely arise. Each group has
an organizational culture different from the others. Each also has its own interests, and in some
cases these are directly opposed to one another. Having a diverse population in an organization
includes people with different point of views and perspectives which is primarily caused by their
different backgrounds. Currently, they are experiencing a conflict in the development team
because each group wants to dominate the organization. School district representatives want to
ensure the new jobs will be unionized and will operate in a way consistent with current school
board policies. For the Woodson Foundation, their focus on using hard data to measure
performance for all their initiatives is not consistent with the school district culture. And finally,
the NCPIE is driven by a mission to increase parental control.

Opportunities

The organization having the presence of the Woodson Foundation will attract a lot of external
support because it is known to be a large nonprofit social service agency in the market founded
by Theodore Woodson which many of his foundations charities have won awards for minimizing
costs while still providing excellent services. Same goes as well with the school system and the
NCPIE. The newly hire teaching staff might as well have connections outside the organization
which can help them to improve their service. The members also of NCPIE have connections
outside the organization because of them are currently working on different companies which
could offer them help. If this organization will be successful and continue to boom in the future,
there will be big possibilities that there will be other school systems from different states who
would want to avail their help. There will also surely attract other organizations to come team up
with them.

Threats

External factors like economic crisis will affect the operation of the organization because it will
be hard for them to look for financial support because who would want to donate for social
service agency if in the first place they are struggling also in their own companies. The
availability also of the people who would want to volunteer on teaching staffs might as well affect
the organization. They might also look for other organizations if the demand of teaching staff
increases, of course they will choose those with a peaceful and easy to handle environments.
The quality also of their hired employees can also affect the future of the organization. If the
organization fails to succeed, there will be an increased on the problems of the student
outcomes. It will either go back to its same situation or it might as well worsen the problems.

STRENGTHS
Availability of
resources
Financially
self-sufficient
Group size
Partnership

WEAKNESSES
Conflicting
ideas of each group
Organizational
Culture
Diverse
population of people
involved

OPPORTUNITIES
External
Support
Connections of
each group

The Woodson Foundation

being known to be large
nonprofit
social
service
agency in the market which
many of the foundations
charities garnered awards for
minimizing costs while still
providing excellent services
will attract a lot of external
support that will result to
numerous
available
resources. The organization
being large in size may
gather a lot of connections
outside them that will help
them achieve their goals.

The different organizational

cultures of each individual
team in the organization
might affect the way they
negotiate with their external
support because each team
has their unique ways to
handling things and they vary
on what they value in their
respected
organizations.
Having a diverse population
of people in an organization
has a lot of positive effects
but also with negative ones. It
often results to arguments
and disagreements brought
by conflicting ideas of the
different groups.

THREATS
Economic
Crisis
Availability of
Teaching staff
volunteers

Although the organization is

composed of 3
individual
groups and has a lot of
available resources because
of external support, it will
hardly survive or might not
withstand at all if there is a
low availability of teaching
staff volunteers which is their
main resource to succeed in
their goals. Also, even if they
are financially self-sufficient,
they will also suffer if
economic crisis gets along
the way like any other
organizations.

Having a diverse population

of people in an organization
will also results to negative
situations in the workplace.
Each individual group in the
organization has something
to say in every situation and
that are often conflicting with
each other. Having instances
like that will worsen the
possible threats that will
come along the way to the
organization. It is important
that they will set aside first
their
differences
when
situation demands them to.

CSFs & Allocation of Weights

CSFs

DESCRIPTION

WEIGHT ALLOCATED (%)

Leadership Experience

The most capable of guiding

everyones actions towards
the desired goal, should be
chosen for the position.

35%

Experience with students

The candidate should also be

have experience with
personally teaching and
handling students and
classes

25%

Experience in Social Services

The candidate must also

know how to deal with the
pressure of the other
concerned parties, such as
the parents of the students
and the school board.

Interpersonal Skills/

How he/she will interact with

the other members of the
team that will be formed, is
vital to the effectiveness of
the group.

20%

20%

Alternatives Presentation

Abilities of the members are what constitute the effectivity of a teams overall
performance. In chapter 10, it was stated that there are 3 types of skills that a member may
possess for a team to be effective. These skills are: problem-solving and decision making skills,
technical skills and interpersonal skills. Basing on the given limited profiles of the 7 candidates,
we weighed each of them in accordance to their attitude as described.
1. With candidates presented to form the development team, it must consist of Ms. Victoria
Adams from the school districts, Ms. Candace Sharpe from NCPIE, and Ms. Meredith Watson
from Woodson foundation.
The reason is because it is evident that these three people are going to be effective
members of the development team. Ms. Adams, the superintendent of schools, upholds the
major role of professionals to be realistic, and to have more say with regards to decision making

and implementing of the programs. Her attitude reflects the first skill which is the problemsolving and decision making skill because we see her as the one who evaluates all possible
solutions, and is a competent person, which is a good factor to lead. The next skill, which is
technical skill, is most evident in Ms. Sharpe since she is a social worker. This means that she
has already been acquainted with problems that concerns the youth. And therefore, she can
make practical decisions that would greatly help in the achievement of their goals. Lastly, Ms.
Watson, a former public school teacher, possesses the interpersonal skill. Her years of
experience of being with kids give her the advantage to reach out to the students, and the
parents as well, because she already knows the ways on how to meet the needs of both the
parents and their children.
2. With the candidates presented to form the development team, it must consist of Ms. Victoria
Adams from the school districts, Ms. Candace Sharpe from NCPIE, and Mr. Victor Martinez
from Woodson foundation.
Still basing on their skills, and attitudes as well, Ms. Adams, is seen as the one with the
most potential of leading a group since she is already the superintendent of schools in
Washington, D.C. So coupled with her ability to make and implement sound decisions, she
would definitely be a strength in a team. Mr. Martinez, on the other hand, can be considered an
expert in social service since he has been working with Woodson for ten years straight out of
college. He surely knows the twists and turns of running a system that would further help and
improve the student learning. Furthermore, he is firm with his thoughts, and he knows that
people do not want to be corrected, but we must tell them anyway since everyone is flawed.
This shows his attitude of honesty which is good in a team building. Also he believes that it is
inevitable to have flaws in a system, and for him, we need to pick those flaws out, and do our
best to work on those weaknesses, and use them as strength rather. Finally, Ms. Sharpe has
the interpersonal skill, and has the ability to be empathic because she, being a social worker,
knows how the children feel in situations where they are going to adapt to change. She strongly
believes that change emanates from home where children are trained first by their parents to be
better individuals. Her abilities and personality would complement those of Adams and
Martinezs, and would make this team of three to be effective and successful.

3. With candidates presented to form the development team, it must consist of Mr. Duane Hardy
from the school districts, Candace Sharpe from NCPIE, and Ms. Meredith Watson from
Woodson foundation.
We can see from Mr. Hardy that he would be an asset to the development team because
he has been in the service of being a school principal for almost 15 years. He had already
gained a lot of insights, experiences, and understanding on how to manage schools well, and he
could easily identify the students feelings since he works with kids every day. Also, although he
criticizes the outside groups who assess their condition, he still respects the parents of the
students, and knows that they are put in a lot of risk in this situation. Next, Ms. Sharpe from
NCPIE knows how to socialize with both the parents and their children because of her job as a
social worker. She also keeps a positive vibe that they can make their goal happen as long as
they do their best as a team. She is the kind of person that is committed to the organizational
goal, and she maintains high hopes of making it. Lastly, Ms. Watson is also good at being
around kids because she was a former teacher. Her skills of interacting with the students would
be of great help for her to easily raise the issues regarding the performance of the young kids as
she had observed inside the classroom. She believes that parents must have a huge say on
how they would mold the characters of their kids that would improve the way they perform in
class. These three people all have the ability to socialize, and they also have a vision for the
kids which is a positive thing because they could envision the direction of what may happen
once the new system takes its place in the schools.
Recommendation
We propose that Ms. Victoria Adams from the school districts, Ms. Candace Sharpe from
NCPIE, and Ms. Meredith Watson from Woodson foundation shall be the candidates to be
chosen as part of the executive development team. The combined skills they possess and
experience that they have will be most effective for the team that will be leading the creation of
the program that they all endeavor to put into action. Although for the team to effectively
coordinate to perform their task, they will first undergo a difficult process of team formation:
aligning each others skills, attitudes, personality, to find synergy within the team. A team is
formed by members who were brought together to accomplish a certain task or goal. The
development team to be created will have five stages of group development.

The first stage is forming. This is when they have already identified the the problem
which gave them the necessity of creating a development team. In this case the organizations
involved have identified the need for a development team, consisting of three HR
Representatives coming from the Woodson Foundation, the public schools, and the NCPIE, to
create an afterschool program to improve the performance of students in school district systems
of Washington DC.
A better team performance is associated with the kind of members comprises it. When choosing
team members, it is important to consider these factors:

The first factor is the ability and personality of team members. The individual

members must have the knowledge, skills and abilities in order to accomplish the goal of
improving student performance. They must have the exact idea of what the problem is
and on how to solve it accordingly.
Another factor is the allocation of roles. They must select the three HR
Representatives properly considering their capacities. Each members should be properly
informed of the performance expected of them to ensure that they will do their duties
well.

The third factor is the diversity of members. The development team must be

composed of diverse individuals for them to generate diverse ideas, opinions, and
solutions. Finally, the size of the team and members preferences should also be
considered to ensure that social loafing and low quality performance is avoided.
For the current stakeholders concerned about the development of the program and the
team as well, it is highly evident that they had a problem with the first stage of group
development which is forming a group because there are actually a lot of candidates that has
the abilities to help solve the problem and contribute to the development team.
According to our readings on groups and teams, in order for the team to be effective, three
different skills are necessary:

The first skill is the ability to identify problems, generate and evaluate

alternatives and make competent choices or simply the problem-solving and decisionmaking skill. Among the 7 candidates for the development team, Schools Superintendent
Victoria Adams highly possess this skill. With Ms. Adams profile, it is evident that she
upholds the necessity of professional to be realistic and to have more say in decision

making and implementing the programs. With this, Ms. Adam is likely to be a good
member of the team in terms of this skill.

The second necessary skill is the ability to do hands-on performance or simply

technical skills. Of the 7 candidates, the NCPIE member Candace Sharpe possesses
the skill. Since she is a social worker, it means that she had actually get acquainted with
such problems of students. Thus, Ms. Sharpe is likely to be a good member of the team
as well in terms of technical skills.

The third and last necessary skill is the ability to listen and communicate with

others and is open for feedback or known as the interpersonal skill. Though its quite
hard to determine as to who among the seven candidates truly possesses this skill, it is
quite evident through its profile that Meredith Watson. She was a teacher who left the
field of education after suffering the incompetent school system. However, she can be a
good help to the team since she have had met these students, taught them and
assumedly, knows them as well. She already knew how to be inside and thus, she can
understand the feeling of the students and the situation of the parents. In this skill, Ms.
Watson is likely to be a good member as well.
This evaluation does not necessarily mean that the candidates are limited and possess
one skill only. It is just that the candidate excels on that skill apart from the 6 candidates. So,
with this, it can be concluded that the collaboration of Ms. Adam, Ms. Sharpe and Ms. Watson
will create an effective executive development team.
Finally, the least effective of them are Mr. Duane Hardy and Ari Kaufman. Mr. Duane
Hardya principal, though have had a work with the school every day will not be that effective
as a team member because of the climate of trust factor. With Mr. Hardys words these outside
groups cant understand the limitations were dealing with., it is very evident that Mr. Hardy
doesnt trust the outside groups including the foundation in changing the system. It seems as
though he will trigger conflict within the team once he gets to be appointed. Next, Mr. Ari
Kaufman can be least effective to due to the fact he doesnt get along well with the other faculty.
If he doesnt even had a good relationship with his co workers, how can he deal with the
development team members who have their different fields? Like Mr. Hardy, Mr. Kaufman, will
likely develop conflict within the team.

According to a song, two is better than one, and so is group is better vs. an individual.
Groups can generate more complete and knowledgeable information, increase acceptance of a
solution presented and more accurate in decision making. That is why, in this case, developing
a team from different sectors is highly agreeable than assigning one person only. The executive
development team must work as work team, not as a work group. They must have an
engagement and a positive synergy through coordination, and not just merely summing up each
of the members contribution.
Once members are selected and have recognized the existence of the team, the next
stage commences. The second stage, storming, is when individual personality of the members
of the team starts to come out. In this stage, the formed development team will set its norms
and standards. This is when members of the team will decide on which of the following
candidates should be appointed to lead and manage in order to successfully carry out the goal
of the team. There will also be a conflict over who will control the group since the team
members

will

be

coming

from

different

backgrounds

&

organizations.

Conflict over members cannot be avoided when managing the team. Even if we try to avoid it,
we cant escape conflict. Conflict on a team isnt necessarily bad. Those teams that completely
devoid conflicts are more likely to become apathetic and stagnant and thus, conflict -but not all
types- can actually improve team effectiveness. Not allowing conflicts in an organization is not
the best way to make the organization grow and prosper. Sometimes, it is the way each
organization handles and resolves it effectively. Conflict in the right setting, handled in the right
way, can be beneficial. It is only through conflicts that the organization will be aware of the need
for some necessary changes in the workplace.To effectively handle conflict in the team, the
following is advised:

For the development team to manage conflict effectively there must always be

stable and clear communication between each people involve in the organization. A
study showed that effective teams resolved conflicts by explicitly discussing the issues,
whereas ineffective teams had conflicts focused more on personalities and the way
things were said. One party must openly listen to the other partys side so that there will
be understanding and so that disputes can be easily resolved. Individuals and groups
should

be

encouraged

to

communicate

openly

with

each

other,

so

that

misunderstandings can be removed and they are in a position to understand the

problems of each other when necessary. Members in the development team must learn
and master communication and conflict resolution skills in order for them to handle future
conflict in an easy and effective way. Most often, poor communication in an organization
and their conflict resolution styles must be corrected and replace it with better
approaches that are more helpful in creating peace in the workplace. We advise them
that they should also attend seminars regarding with communication and also with
conflict resolutions so that they will be updated with the latest information that can help
them manage the organization in peace.

The team must be able to identify & analyze different types and sources of

conflict. Factors that have the potential opposition and incompatibility with interests
between the people working in the workplace such as conditions, organizational
structure, and personal variables should be recognized and addressed clearly because
they are the ones that give rise to potential conflict. The development team should also
learn to handle the different types of conflict in the workplace because they differ on the
ways of addressing and how to deal with them. In a substantive conflict, it can be dealt
with by addressing the specific problem that is the subject of the conflict. While in a
personality-based conflict, there are situations that it may come to a point where both
employees are told that they must learn to work together in spite of their differences, or
both of them must leave. In handling employee conflicts, the most important thing is to
teach them how to approximately talk to each other because having good
communication skills is essential in keeping the peace at work.

Collaboration is also another way of handling conflicts. It was stated in the

problem the Woodson Foundation, the school system, and the NCPIE are having conflict
on who will dominate the program. They should use collaboration because there is a
win-win stance taken in such a case and the resolution of conflict will result in
stratifying experience for both the parties. Collaborating involves an attempt to work with
the other person to find solutions that would be satisfying to both parties.

It is also advisable that the organization must clearly establish common goals

because incompatible goals are one of the reasons for the development of conflict. To

reduce conflict, the organization should find common goals upon which groups can
agree and to re-establish valid communication between the groups.
Trust also is very important in managing conflicts. The greater the trust among
the members of the unit, the more open and honest the communication will be.
Proper coordination of activities is also important because it can reduce the
level of conflicts.
Reorganization of groups can also help prevent or reduce the occurrence of
many conflicts. Placing people with something in common in one group can result to less
conflict because these people tend to see things in the same perspective, to have
common interest and objective, to approach problems in much the same way. The
behavior of such groups is more predictable and it is easy for the manager to avoid
conflicts.

The most important part of managing conflict effectively is ensuring that both

parties can continue working or existing in harmony. If this cannot be achieved, then
the conflict has not been resolved fully. It should always end up with peace building and
it is not impossible for the development team if it has a good, strong leadership and trust
building.
Integrative negotiation strategies will also help the development team members
reconcile their differences (since they will be composed of representatives from

Woodson

Foundation, the different schools and the NCPIE). Through integrative negotiation strategies,
the different teams will be able to achieve mutual benefit from the programs and activities that
they will create. Integrative negotiation strategies are defined as allowing the teams to fight-itout or to discuss and argue with each other until they eventually reach a decision wherein they
both have mutual gain, or what is call a win-win situation.
Once conflicts are resolved or minimized, the team proceeds to the norming stage,
where members begin to behave according to the established norms. This is when they realize
that despite their personal differences, they still share one thing in common. That is, they are
interested in meeting the needs of students to improve their performance. When this stage is
completed the team proceeds to the performing stage. Members of the team will contribute
their individual efforts to achieve the goal. Woodson Foundation, the public schools and the
NCPIE should work as one to carry out the development plan. They use their different skills and
experiences to manage the creation of the program. In order for the team to effectively perform,

they must establish a good relationship with all the stakeholders involved and affected in the
program development. This would require them to analyze the culture of these organizations:
Woodson Foundation has grown into a large non-profit social service agency over the
years since it was started by Thomas Woodson, who was known to emphasize efficiency and
experimentation. This further proves that the foundation has a strong culture because the
organizations core values such as their desire on providing excellence with minimum costs, and
commitment in raising private money and coordinating community leaders with educational
expertise are still highly maintained, and observed by the people working with Woodson
foundation. It is clear that Woodsons innovativeness and risk-taking disposition is one of its
dominant culture which is one of the reasons why they have high status, and is respected which
puts

them

above

all

other

organizations.

The school districts, on the other hand, do not have a strong culture when compared to
Woodson foundation because they highly value their operations to be consistent with the current
school board policies which led to the construction of a highly complex bureaucratic system over
time. Since the school districts seem to be too formalizedthey are stable, predictable, and
consistent with their culture they have been facing a lot of problems like truancy, low student
performance, and crime. Other complications include their new staffs that had become impatient
with the students attitudes, turnover rates are high among their new teachers, and many of the
brightest

students

leave

to

look

for

better

education

in

other

schools.

Lastly, the National Coalition for Parental Involvement in Education (NCPIE ), also has a
strong culture since they are strongly committed to celebrating diversity along racial, gender,
ethnic, and disability status categories. More so, this organization is also driven by a mission to
increase parental control and involvement in the new system which for them will positively
change

how

the

students

behave

in

schools.

Although the three stakeholders differ in a lot of aspects and functions, they still have the
same core values that observe as a part of their partnership. One thing is that they are all
outcome oriented. An example is that all three of them are interested in meeting the needs of
the students and increase student learning, which is first and foremost their main goal. Second,
the organizations are people oriented since they are all composed of individuals that closely
share the same race and ethnicitythe school districts are mostly composed of African

Americans along with Caucasians and Hispanics, the NCPIE makeup matches the demographic
diversity of the areas in Washington, and Woodson foundation is majorly staffed by Caucasians.
Third, the three organizations are team oriented since they all agreed to form two teams, the
development team and the program team, that would help in the achievement of their objective
to increase the student's performance. All three provided a list of candidates that they have
seen to have the potential to be a part of the development team which was set to design the
programs, while the program team was tasked to provide principles that would be helpful in the
overall performance of the new system.
Considering this information on the organizational culture of the stakeholders involved,
the development team must put into action the creation of a transformational message and
encourage employee and parent trust. The foundation teams up with the school and works on
the general goal which is to improve student outcomes and lessen turnover of the teachers. This
may be true for the people in higher echelons of the institute but not to some of the employee
and the parent body (at least not the first priority). And due to this should they expend time on
impressing the short term and long term benefits on collective and individual level they can get
out of the program. The leaders should provide them a clear, specific and realistic mission and
vision and arouse them to be proactive, cooperative and committed.
A major milestone is gaining the employees and parents trust and respect. Leaders
should be truthful. Their words should reflect their actions. They should respect the
employees and parents choice and opinions and be benevolent towards them. They should be
leaders they can look upon and be assured of. They should connect to the employees and
parents on a more personal level and communicate constantly with them. They should spend
time with them.
On generating a transformational message, leaders should set specific goals so the
employees and the parents know how much effort to exert and also because it motivates then,
gives them clear direction, and communicates high expectations. They should provide vision
and a sense of mission because it conveys the purposefulness of the program. The message
should be clear, direct to the point, and reach out to the hearts and sentiments of the employees
and the parents, that this is all for them and it is not possible without them.

In review of analyzing the culture of organizations or the stakeholders involved and

affected by the creation of the program, it is evident that the demographic of schools & the other
organizations, in fact, is now diverse more than ever. With diversity being present there will be
conflicts that can be brought about by differences in culture and race, which is something that
the development team will encounter in negotiating the changes in the programs. It is
recognized that the potential for demographic faultlines due to differences of organizational
cultures will be a constraint in the creation of an effective program, the following are some
strategies for managing diversity issues that program leaders can implement:

Program leaders must take into account diversity in management/staff, dealing

with students need diverse perspective from different cultures. Having a diverse staff in
the program enables more inputs and realistic advices on racial and cultural differences,
thereby strengthening their knowledge of the diverse population of students. This
strategy communicates to students and parents involved in the program that leaders or
the management welcomes diversity which encourages them to believe in the program
and engage in it.
Staff and management should undergo diversity management workshops,
learning and discussing diversity and what ways they can better serve the diverse
demographic that they will be teaching.

It is not enough to say that the program embraces diversity in culture and race, it

must provide the assurance of reduced discrimination; there should also be tolerance
education in the program. Educating the students in the present-day reality of
discrimination and letting them gain a new perspective in stereotyping and discrimination
helps eliminate possibilities of violence and crime between students with racial and
cultural differences.
The program leaders should also accommodate cultural similarities and
differences in learning objectives and strategies. When tackling different topics or
engaging students in activities, program leaders must make sure that their staff applies
consciousness and sensitivity towards differences in the students that they will be
handling, providing equal opportunities to all in practicing that develop their skills and
abilities in the activities provided by the program.
Program leaders should also provide the program with a period for recreational
exchanges that will enable group dynamic activities, strengthening communication

and relationship of students, as with teacher-student relationship, despite differences in

their racial and cultural background.
The most important thing that program leaders must apply in dealing with
diversity is making sure that the diversity management addresses all perspectives.
This means that it should consider everyone in implementing diversity management
activities and policies, giving fair treatment and opportunities despite cultural and racial
background. The source of most deviant behaviors such as bullying and other extreme
forms of discrimination stems from the perspective that their is unfair treatment.
Therefore, the program leaders must take that advice into account when developing and
applying diversity management
Putting together the program, which is the purpose of the formation of the executive
development team, with all considerations on focus areas that they must emphasize on and
addressed problem areas with solutions, altogether makes up the performing stage. Once they
find the solution and become successful in solving the problem, they enter into the adjourning
stage. This is when the rate of turnover of teachers decreases and the improvements in the
performances of students become evident. Basically, the team disbands once the goal is
already

accomplished.

Conclusion/Implementation:
The combined efforts of NCPIE, The Woodson Foundation and the school district to
improve the quality of student outcomes and reduce employee/teacher turnover bringing in the
creation of the new program and the executive development team that will create that program
will need to consider factors that will affect the stages of this formation. As for the executive
development team it must consider member selection factors such as ability/skills & personality
of members, allocation of roles and diversity of members. They must also be able to coordinate
the selected members by eliminating conflicts through analyzing sources of conflicts,
collaboration, engaging effective communication and establishing common goals. They can also
achieve the norming stage by effectively applying integrative negotiation strategies.

Once the team is established and has achieved the synergy to be channeled to
achieving their goal, they must also ensure that the program that they will be creating must be
sensitive to the different factors that may help and constrain their objectives for the program.
The development team must conduct thorough analysis of the culture of the stakeholders
involved and affected by the program, create a message that is truthful & goal-specific, and they
must reinforce their program to cater the diversity of the population through diversity
management strategies such as management/staff diversity, tolerance education, and enabling
healthy group dynamic activities.
Once the selected candidates were appointed and has worked on the program, there is
still need to monitor and evaluate their progress. To determine whether the team is effective it
should be reflected in the student outcomes. This is measured through the analysis of the
student performance. Throughout the first school year, there should be an increasing trend in
the grades of the students, the dropout rates lessened and less deviant behavior (measured by
the reports on guidance council). There should ideally be a gradual improvement through the
following years.Next, by five months, the teacher and staff turnover should have decreased by
22%. To measure the satisfaction and overall reaction of the staff and employees, there should
be an anonymous survey wherein they rate the workplace and the new management.
Additionally, there should also be a survey for the students to determine how well they like the
management and how they perceive the leadership to be (is it effective? Is it working? Can you
feel the changes?).