Circles & Patches

Go wherever, you have to come back to the point zero to complete one full circle. Life is all about circles. I have just realized. And we must complete one in order to start the next. What we get out of each circle is totally dependent on us. We are our own guides,our own leaders. There is no one but we ourselves to appraise our performance in each circle.

So when it’s all about me,then I need to set my target and bench mark myself. And if this is the case then there is nothing I should be fearful about. Nothing I should be worried about.It’s my world,my performance and my circles. Typically this is what anyone would think right ?

This is where we tend to forget that life is full of circles but what is the nature of these circles ? If we really have to plot them on a paper they would appear something like this:
seven equal circles

These are called Apollonian Circles. [remember there is a stencil available to create these circles just by fixing the tip of the pen / pencil in the stencil and moving it on a paper to create these circles as well as other designs ?]


So why this ‘circles and patches’ post here at HR blog,right ? Why not ? We are talking about relationships and they exist in bulk at work place.

So if we are to work in a team we have to understand our team members thoroughly to the extent that we are in sync with them while at work. The moods may go up and down-which is normal about any human being. But if we are clear about the person at the basics then it’s not difficult to work together keeping our ego aside.

While forming a new team,where people are meeting for the first time,there is a process time that has to be allowed for the employees to know each other well. Psychologist Bruce Tuckman first came up with the memorable words “forming, storming, norming and performing” back in 1965. This theory has been included in various HR subjects,applied into corporate HR and also related to other theories.

Tuckman Model

I want to add a little bit to this theory. If at all at this ‘circles & patches’ theory is added as an extension at the stage of ‘Storming’-that is after shifting from box 1 and before entering box 2– there are chances of less friction and more understanding developing amongst the team members.

What do you think ? Will it make sense in any way ?



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