A641.5.3.RB - ICT at the Team Level_SharpMelissa

Just as our individual changes must be intentional, group development must be intentional. Akrivou et al. (2006), noted that intentionality and shared purpose are the driving forces of change and group transformation (p. 690). In the case of the US Women’s Soccer team, shared purpose was a great contributor to their success.  In addition to a shared purpose, the Women’s soccer team had a shared vision. Their purpose was to not only win, but to support one another and do their part, so that they would be effective team contributors. The Women’s soccer team also had a great bond among the players, and the bond created trust (Holloran, 2013). Although the women relied on each other, they were also disciplined and each trained on her own time; the women worked hard to reach their own potential (Holloran, 2013). As a result of the time each teammate gave to her talents, the team collectively grew and bonded. Akrivou et al. (2006) noted that a group’s shared vision of what they want to be and do, is the driver of intentional change (p. 696). When a shared purpose emerges, ICT predicts that sustainable, group development will occur (Akrivou, et. al., 2006, p.696). Unfortunately, in the early 2000’s, the US Olympics Men’s Basketball team did not have the same success.

One of the biggest problems with the US Men’s Olympic Basketball team in 2004, is that the team’s coach, Larry Brown, did not like them (Freeman, 2016). A coach leading a team that he does not like, is never a great start for a team. A coach should lead with skill and compassion; however, if he does not like the team, he will not lead in an effective way. Unfortunately, the Men’s Olympic Basketball team experienced the impact of poor leadership. The US Men’s Basketball team’s head coach, Chris Sheridan, noted that Coach Brown did not like the team because he preferred coaching veteran players; the oldest person on his team was 28 years old (Freeman, 2013). Also, attention was not given to the creation of the 2004 team roster, and the team was not prepared to face opponents who had strong team bonds due to working with one another and growing with one another (Freeman, 2013). The US men’s team had to work with members they had never played. Additionally, the team only had a few weeks to learn how to be a cohesive unit; their opponents had years of team building (Freeman, 2013). Ultimately, Coach Brown had a vision for the team that did not include its stakeholders; the team (Freeman, 2016). Because the team’s vision was lacking and not shared, there was no drive for intentional change (Akrivou et al., 2006, p. 696).

Akrivou, K., Boyatzis, R., & McLeod, P. L. (2006). The Evolving Group: Towards a Prescriptive Theory of Intentional Group Development. Journal of Management Development, 25(7), 689-706.

Freeman, E. (2016, August 02). New details on what went wrong for USA Basketball in 2004. Retrieved from Yahoo! Sports: https://sports.yahoo.com/news/new-details-on-what-went-wrong-for-usa-basketball-in-2004-000621369.html

Halloran, J. D. (2013, April 23). The Rise and Rise of the United States Women's National Team. Retrieved from Bleacher Report B/R: https://bleacherreport.com/articles/1614739-the-rise-and-rise-of-the-united-states-womens-national-team