RIILAT402D Portfolio Requirements - CH

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Faculty: Construction, Engineering & Transport Campus: Ultimo Teaching Section: Civil and Structural Engineering Qualification Number and Name: RII60515 - Advanced Diploma of Civil Construction Design Unit of Competency Number and Name: RIILAT402D Provide leadership in the supervision of diverse work teams Assessment Task: Portfolio Assessment date: Week of 5 /2022 Assessment instructions: Each Element of Learning MUST be passed in order to Satisfactorily Complete this Assessment Satisfactorily Completion of this Assessment is required to complete this Unit There are 4 Elements of Learning embedded within the assessment tasks. Each Element of Learning is of Equal Value To satisfactorily complete the Portfolio Assessment complete at least: Satisfactory or Not-Satisfactory Resources to be supplied by students: Assessment complete, upload on Moodle for submission Resources permitted during assessment : As per assessment Student Name: Student Number: Group: 2 Student signature: Date: 01/09/2023 Assessment Outcome: o [Satisfactory] o [Not Satisfactory] o Re-Sit (RS) Assessor Signature: Date: RII60515 Advanced Diploma of Civil Construction Design 1 of 34 Version: 01 Date: 16/2/19 Modified: Printed copies of this document are uncontrolled.

For complete unit of competency details for RIIQUA601D – Establish and maintain a quality system, go to The major elements of learning are: Identify the support requirements for diverse work teams Facilitate support for diverse work teams Monitor individual and team performance and relationships Contribute to the effectiveness of support strategies for diverse team members The elements of learning form part of the key criteria for learning along with noted performance criteria, foundation skills and range of conditions for this unit. Assessment incorporates all of the above and learners need to demonstrate knowledge evidence as noted to be deemed competent in this unit. Elements of Learning RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Portfolio Requirements Learners are to successfully complete the creation of chapters to a portfolio professionally presented. A learner demonstrating competency in this unit must satisfy all of the elements, performance criteria and foundation skills of this unit. The learner must direct and monitor quality management of a project program. The portfolio documentation forms 40% of the total mark for this unit as per the acknowledged student assessment guide. Task The creation of documentation as set out by your class teacher will form part of the project portfolio. This will involve completing in-class tasks (observation of completion of these in class time will be required). A task completed without class observation done may result in an “unsatisfactory” result. All tasks must be satisfactorily completed. To successfully complete this assessment the student will be available at the arranged time to complete all the assessment criteria as outlined in the assessment instructions. All parts of the observable task must be performed to a satisfactory level as indicated in the criteria section of the Observation Checklist. All questions must be answered correctly to be deemed satisfactory in this assessment task; however, Assessors may ask questions to clarify understanding. Typical documentation that will be required, as a minimum is as follows: 1. References to recourses listed in unit moodle website, or your own references as applicable. 2. On completion of this assessment, you are required to upload it to your assessor for marking. 3. Ensure you have written your name at the bottom of each page of this assessment. 4. It is important that you keep a copy of all electronic and hardcopy assessments submitted to TAFE and complete the assessment declaration when submitting the assessment. RII60515 Advanced Diploma of Civil Construction Design 2 of 34 Version: 01 Date: 16/2/19 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Requirements To create a portfolio of documentation to a professional standard. The electronic format is stipulated on a separate handout, and is the preferred method of completing tasks. Please discuss with your teacher a hardcopy submission as an alternative, however this is to be in accepted only under exceptional circumstances. For each of the project, you must demonstrate evidence of:  locates and applies relevant legislation, documentation, policies and procedures  works effectively with others to lead in the supervision of diverse work teams  demonstrates completion of providing leadership in the supervision of diverse work teams that safely, effectively and efficiently  Demonstrates leadership to including:  legislative, organisation and site policies and procedures  the cultural climate and politics of individuals and teams  key stakeholders and agents in the organisation, the community and diverse networks  language in cross-cultural communication  issues of power and influence in cultural differences  conditions and requir ements of employment contracts and agreements  mentoring methods and strategies  strategies and options for skills, learning support and career development  team relationships and dynamics. Assessment Think of a team in your workplace you have been a part of. If you cannot think of one in a workplace, think of a sporting or community team you have been a part of and answer the following questions: 1. Organisational culture a. List some of the unwritten rules in your team and/or workplace that form part of its culture. Your answer Supplying background to the observations made below which is an extraction from a personal experience, remarkably, the organisation placed a significant importance on relationship building. This reminded me of the studies researching the leadership styles in Australia that reveals that workplaces placed significant value on interpersonal relationships. 1. Respect Diversity RII60515 Advanced Diploma of Civil Construction Design 3 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer The office embraces diversity in all forms – without bias towards either men or women and not subjecting anyone to criticism based on their race or cultural background. All individuals regardless of background or gender are entitled for equal pay and incentives provided by the company. 2. Casual and Open Conversation The directors placed significance on a friendly workplace culture where the team members are encouraged to freely exchange stories about their daily lives, experiences, hobbies and more in a casual manner. As part of this practice, a daily rotation of team members is assigned to share their desired genre of music for everyone to listen to. 3. Culture of Humour in the Workplace. Evident from the recruitment process, due to the fact of the office promoting a friendly culture, one’s sense of humour has been one of the factors looked at during the interview process. It is only natural for team members to share light-hearted jokes, funny accounts from experiences or even friendly banters to one another. 4. Informal Work Hangouts after Work Hours Colleagues spend time together during off work hours by grabby coffee or having meals together and doing social activities together. 5. Presenting Rewards and Credits Complimentary reviews about team members are posted on the company’s chats. Monthly bonuses/incentives are given upon goal achievement of the company. 6. Work-Life Balance Employees are recommended to stick to the normal work schedule without overtime unless absolutely needed which is done voluntarily. Furthermore, co-workers may choose not to contact based on work-related matters outside working hours. 7. Inspiriting a Proactive Mindset As employees are encouraged to be open and honest, with this, they are urged to also think creatively and take initiative without being asked to do. Likewise, if problems arise or mistakes are made – rather than focusing on the problem/mistake, they are encouraged to find solutions and rather than always seeking out for superior’s guidance. RII60515 Advanced Diploma of Civil Construction Design 4 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer 8. Asking and Giving Healthy Feedback While thinking proactively is emphasised, at the same time, actively seeking feedback is also promoted. Once possible solutions are thought of and suggestions are presented, feedback are given not just for directions or guidance, simultaneously it helps with collaborative thinking and brainstorming to construct innovative methods. b. How are these ‘rules’ passed along to new members of the organisation? Your answer Recalling Aristotle's theory of persuasion which asserts that to persuade an audience, one must appeal with these three factors: logos (facts), pathos (emotional aspects within the argument) and ethos (speaker’s reputation and credibility). This concept I believe I was able to witness within my workplace and how these unwritten rules are passed on are also according to these three which are:  Direct Knowledge Approach (Logos) RII60515 Advanced Diploma of Civil Construction Design 5 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer a. Onboarding Programs. Information regarding the company – its culture and values are provided to the employees through brochures, handbooks and online training programs. These resources implicitly convey company’s values and aims for the workplace culture. b. Mentorship Programs. Assigned team leaders are tasked on guiding their designated team members- evaluating areas where members might need room to improve on applying all these unwritten rules. Through these partnership, parties of both sides share their personal wisdom and experiences that aid in transferring these company’s values and culture to especially new employees.  Strong Relationship Between Superiors and Staff (Pathos) Returning to the concept of pathos, which is built more on emotional connections – as mentioned above, as the company focused on relationship building that translates to a friendly-like work environment, honest and open communication among the team, it then gets easier for superiors to convey expectations directly to the team members acknowledging that these values ultimately is for the benefit of everyone else’s. This can be done through informal interactions, team building activities or even on team meetings.  Leaders as the Role Model Personally, I believe in the power of leaders to change a whole organisation. Building up on the Ethos concept – the superiors uphold the desired values that staff member's mimic. As members can see the efforts of the leaders, it motivates them to do the same out of respect and due of the relationship built as well. RII60515 Advanced Diploma of Civil Construction Design 6 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer c. Identify which of the unwritten ‘rules’ might enhance team effectiveness and those that might inhibit it. Your answer As mentioned, relationship building is a vital key for the company culture, but I also believe this both can enhance and inhibit team effectiveness for these reasons: 1. Casual and Open Conversation How it enhances: It nurtures a safe space where team members feel supported to voice out their concerns, ideas, thoughts and emotions without fear of judgment – it makes way for a healthy communication among team members that is a key for strong bonds among colleagues. How it inhibits: This might create a way for unnecessary conversations such as unhealthy gossips among co-workers which could also potentially lead to mistrust and damaged interpersonal relationship within the workplace. Likewise, excessive conversations during work hours might decrease productivity. 2. Culture of Humour in the Workplace. How it enhances: It boosts a positive light-hearted atmosphere within the workplace, where staff would feel more at ease to share freely and openly. This eventually translates into open communication and can help to develop teamwork. How it inhibits: Hierarchy is an important part of an organisation, leaders play vital role in guiding and managing and with that, staff should also develop trust in the leaders to move into one direction, but with such a relaxed environment, this could easily be disregarded. At the same time, it also could impact the professionalism in the work environment. 3. Informal Work Hangouts outside Work Hours How it enhances: Casual meetups can pave way for stronger bonds among the team members. This leads to a more comfortable work environment where team members feel at ease to work together inside or outside of the workplace. How it inhibits: This can create cliques on the workplace which can create feeling RII60515 Advanced Diploma of Civil Construction Design 7 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer isolation for some other staff members. 4. Laissez Fare Leadership How it enhances: It encourages independence and having a solution-oriented mindset which helps the team to grow more with having a wider perspective, creativity and problem-solving without not depending heavily on others. How it inhibits: Without feedback, this can lead to a chaotic working environment wherein individual team members might acquire various approaches and methods versus the established current protocols. This way, new or current members in training might receive different information from different people which can lead into confusion. On top of this, relationship building is such an important factor in creating a work environment that caters to people’s different personalities, background and ideologies. This is a vital step for team collaboration and having one goal and mindset together, but this itself, might cause a lot of burden especially on leader’s side of things who – as mentioned previously, need to cater to different personalities, background. In the end, there’s no perfect work environment, certain values or unwritten norms can both enhance and inhibit the team effectiveness but most important thing besides balance is an individual’s own compassion and respect for work/workplace regardless of its atmosphere, if one has these qualities, once can thrive anywhere. RII60515 Advanced Diploma of Civil Construction Design 8 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 2. Positive team culture a. Does your team’s culture promote cooperation? Why or why not? Your answer I believe the key objective of relationship building within the workplace is to nurture team collaboration – with that, I will say that it certainly does. The leaders put a lot of effort on team building social activities an open communication between staff and superiors which built the strong sense of ease and strong relationships among colleagues. With this foundation being concrete, the leaders have established enough trust with the staff members to an extent that they can easily convey goals and expectations for the company. In addition to this, the closeness of the team has made it more comfortable for each one of us to work together thus creating a positive atmosphere of moving as one and in one direction together led by the managers. With that said, this is done by firstly having a clear set of duties and knowledge of the role within different departments. This is implemented by having written tasks on notice boards defining what are the tasks expected to be done in a daily, weekly or monthly manner across the different teams. We have a mindset of fulfilling duties, so to not cause delays or burdens on a different team as everything runs in a systematic process. Moreover, other key practices that boost teamwork is the awareness of each team member about goals and focus of the company within a certain period –  Monthly meetings to set priorities, discuss problems and initiate brainstorming for possible solutions promotes collaboration.  Daily announcements on noticeboards or updates within the company work chats.  Memos of overall standing of the company in different areas such as sales, client reviews, etc. RII60515 Advanced Diploma of Civil Construction Design 9 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer Incentives and rewards upon goal achievements encourages the team members as well to be more engaged about our current progress and motivates us to exert more effort and be determined to accomplish the company’s objective together moving as one. b. What strategies could you use to promote a positive team culture? Your answer As it has been emphasised with all the claims, I believe that interpersonal relationships within the workplace is a crucial key to building to positive team culture. Culture comes from interactions from each one that makes up the company. The company is the people itself. With that said, to promote positivity within the people, these are some strategies I would incorporate: 1. Building a positive rapport with colleagues  To establish good relationship with everyone, it is important to get to know them deeply without judgement of personalities, but rather cultivate empathy and figuring out a way to work within different personalities 2. Encourage Social Activities for the team to get closer  Fun games such as taking personality tests and guessing each one’s results. This is a good way for each member to have insights of their colleagues’ personalities and ways to positively support each other based on different perspectives.  Casual team dinners/coffee 3. Team Meetings  I am a believer of rather than just thinking by myself, insights and feedback from the team needs to be heard of before a concrete decision to be made.  Team meetings can be used to gain their insights and suggestions on how RII60515 Advanced Diploma of Civil Construction Design 10 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer to make a positive team culture making their opinions and emotions valued as part of the team and having the accountability to its successes and flaws. c. In your team, how are members encouraged to be involved in the planning and decision making processes? Your answer 1. Regular One-on-one's with the Leaders. Managers arrange time for private discussions for team members to voice their difficulties, concerns and ideas to their leaders in a private setting. This allows individuals converse freely and provide detailed insights within their working life or even personal life. These meetings can also be a time to self-evaluate and organise a personal development plan for each member coming out from them while at the same time encouraging feedback and suggestions for the management. 2. Monthly Team Meetings. Every month, the directors facilitate a team meeting to discuss the company’s current standing, achievements and problems that arose during the month. With each problem, they allow an open discussion within different departments on what could each other improve on and new ideas for resolution and group each member into teams to have a thorough discussion and present ideas. d. What are two strategies you could use to encourage team members to participate more fully? Your answer 1. Establishing Trust within Leaders and Staff RII60515 Advanced Diploma of Civil Construction Design 11 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer The foundation of open communication between colleagues is trust. Once an individual feels like their opinions and emotions matter, they will tend to be at ease sharing their insights, feedback or suggestions. In saying this, trust is earned and takes time to build. From the culture of cultivating interpersonal relationship, I believe this trust will slowly be more established for team members to be more comfortable participating. 2. Monthly Team Meeting Activities Use the monthly team meeting as an opportunity for different activities to cater to all team members including introverted staff who might be having difficulties sharing. Well though-of activities such as:  Icebreaker games : fun activity to make the team members feel less tensed and create a positive atmosphere  Watch Motivational Videos Together : Watch a motivational video as part of icebreaker and staff can discuss together how it can relate to them or discuss key takeaways from it.  Speaker Rotation : Every month, assign a team member to share knowledge or insights to the team based on what they are good at; it could be a case study for a certain problem, or tips on how to improve, etc. Give them plenty of time to prepare. I would suggest starting with the extroverted staff members and lastly would be the introverted ones so they can encouragement that they can do it as well seeing all other staff were able to do it.  Brainstorming Sessions: Team members grouped together to discuss challenges and provide possible solutions together.  Anonymous Feedback or Difficulties list : Members can list down their recent difficulties, it can be personal or work-related and their feedback to the company in a sheet of paper. If they are comfortable to share, they can put it in an anonymous box, if not they can keep it. Writing down difficulties could be a therapeutical way for an individual to be aware of their emotions and work a way to improve. Also, let staff members know that it will be anonymous – and it is only a sincere way for the company to improve, not just in an economic way, RII60515 Advanced Diploma of Civil Construction Design 12 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer but the most important is the staff members, for the company to help them. 3. Online Platforms for Gathering Feedback Anonymous surveys can be done to gain insights of everyone without fear of judgement or negative feedback. 3. Encouraging team members to take responsibility for their work Review the scenarios in the left column of the table below. Under Consequences , list the consequences of the team member not taking responsibility for their own work. Think about the operational problems that their actions might cause, how their fellow team members might feel and the impact on these team members. In the Management plan column, list the ways you would try to manage this problem if you were the team leader. Scenario Consequences Management plan One member of a team of flight attendants arrives late for a flight with no warning.  Potential Delays of flight schedule  Creates a negative impression on the company  Inconvenience to passengers and the team 1. Set up a meeting with the team member to find out the cause of the situation. Listen attentively to what brought about the problem. 2. Exhibit genuine understanding and empathy while allowing the member to think and consider alternate potential actions that could have led to a more productive result. Make recommendations for improvements such as:  In case of emergency or urgent situation, inform supervisors as quickly as possible. This gives time for the managers to RII60515 Advanced Diploma of Civil Construction Design 13 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Scenario Consequences Management plan prepare, improvise and seek quick solutions.  Alternatively, look for a colleague who can fill in the shift if necessary. 3. Politely remind the member to uphold the established protocol regarding attendance. At the same time, explain the reasons for the policy in an empathetic manner. 4. Additionally, implement a back-up plan to manage potential unforeseen occurrences such as hiring on-call flight attendants, to assure smooth operations in case of these kinds of emergencies. A team member in a book warehouse team takes extended breaks during the day and doesn’t finish his orders in time for despatch.  Customer Dissatisfaction due to delayed order dispatch which might affect the reputation of the company  Reduced productivity performance impacting the whole company 1. Arrange a catch-up meeting with the staff member to learn more their insights regarding their difficulties they might be facing at work and to hear any feedback they might have. 2. Engage in a conversation with the team member to gauge their awareness of the effect of their actions and discuss potential room for improvement.  If the team member realises the need to improve, assist him/her in creating a self- development plan, reminding them of these benefits not just for their work-life but also with their personal life.  If the team member doesn't immediately recognise these shortcomings, continue to observe their performance over the coming weeks to determine their RII60515 Advanced Diploma of Civil Construction Design 14 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Scenario Consequences Management plan awareness. In this case, indirectly set up clear guidelines for breaks during team meetings and introduce a system for monitoring lunch breaks, such as recording break times. 3. Introduce training sessions focused at improving efficiency and defining the expectations for the completion of daily tasks. These sessions also allow an opportunity for the team member to contribute suggestions for enhancing company processes related to their own different roles. A couple of team members in a customer service unit are not prepared for the team’s weekly meeting and can’t participate. Their agenda items have to be skipped.  This could result in time being wasted and the meeting being prolonged since extra time needs to be allocated to think and reevaluate their agenda.  Missed opportunity to work together, collaborate, and solve problems as a team 1. Organise a meeting to investigate the events that led to this situation while providing a compassionate and receptive ear. 2. Considering the straightforward nature of the issue, guide them in their reflection, making them contemplate more whether there were alternative options for handling the situation more effectively. 3. Provide a gentle reminder about the significance of preparation, highlighting its relevance not only to the company but also to their growth as individuals in other aspects of their lives and assist in developing strategies for future success. RII60515 Advanced Diploma of Civil Construction Design 15 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Scenario Consequences Management plan A team of engineers are each preparing drawings for a big project they are working on. One engineer doesn’t check the data he has and submits drawings that are wrong.  It might result to reworking the entire project, delays and increased cost  Potential loss of client confidence and a negative reputation for the company  Poor quality construction and structural reliability if not checked 1. Arrange a meeting with the engineer to learn the cause with the data-checking issues. Explore the reasons that might have contributed to the situation and offer an attentive and empathetic ear to listen. 2. As a leader, take accountability of not having a thorough review process for the drawings while also instilling a sense of responsibility towards the engineer. There could have been personal factors that led to situation but firmly stress that engineering errors like this can substantially cause significant problems like building collapse, or structural damages affecting many and even lawsuits. 3. Develop a more thorough quality control system to prevent these kinds of incidents in the future. 4. Remind the team that engineers are meant to have a very fine attention to detail and reiterate potential consequences of such minor mistakes to help them understand the reason for stricter quality control measures. A team of five takes it in turns to order stationery, tea  Interruption of work and reduced productivity  It might create 1. Set up a meeting with the team member to understand the reason that caused the mistake. By then, the team member would have witnessed the consequences of the error RII60515 Advanced Diploma of Civil Construction Design 16 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Scenario Consequences Management plan and coffee and other office supplies. Someone forgets to place the order when it’s their turn and the team runs out of coffee, paper and printer ink. disputes due to frustration among the team. and have a willing ear to hear what the member had to say without placing excessive blame as it is also part of your responsibility as a leader to ensure smooth operations like this. 2. Assist the team member with the problems and reasons of what occurred. Collaboratively design a self-development plan to ensure future incidents like this do not happen again and openly discuss suggestions for a better system and how the management could contribute to this effort. 3. Communicate with the team in charge of supply orders and emphasise empathy to avoid frustrations among everyone. 4. Establish a reminder system for supply orders starting from me, as a leader until everyone becomes more accustomed to the system. 4. Providing feedback to staff a. Describe at least three (3) strategies you would use to provide feedback to encourage, value and reward team members. Your answer 1. Individual Catch-up meetings with each member  Through these meetings, it is most important to listen thoroughly to make them feel that they are understood and valued.  Rather than giving direct suggestions or feedback, I would ask them what they think they want to improve on and set plans for these goals. 2. Individual Self Development Plan  Encourage writing their SMART goals and specific action plans to attain these RII60515 Advanced Diploma of Civil Construction Design 17 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer goals. This can be done after their self-assessment during the one-on-one meetings.  Follow up on their progress based on the lists they made on the next catch-up meetings. 3. Give recognition one’s achievements  Positive reviews about the staff can be posted on noticeboards or team chats.  Give incentives and rewards for team and specific members when goals are achieved.  Through the team meetings and one-on-one catch ups, give it a point to compliment team members for what they have improved on and thank them for their hard work and contribution for the company to make them feel always appreciated. b. Reflect on a time you have received informal feedback. Was it negative? How did you respond? Your answer Once during work hours, a leader has provided me feedback comparing my performance with another colleague with the same role indicating that I lack proactivity unlike the other person. At first, I took it in a negative way justifying that there were better ways to deliver feedback. Firstly, I have a strong contradiction on comparisons of people. I believe every single one has their own strengths and flaws, but this is not to pass judgements but to assess one’s flaws and improve it and cultivate strengths in an encouraging way. I also believe that these evaluations must come from oneself and not from another person directly but guiding them into realisation of their character so that they could have a better determination to improve. The reason why I prefer to listen thoroughly as a first and key step, because from a personal experience, the reason why I was struggling was I was newly promoted and RII60515 Advanced Diploma of Civil Construction Design 18 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer haven’t been given the specific directions and a clear set of structured tasks. I never want to overstep on anyone and always believe in hierarchy, so clear instructions are very important to me. Initially I felt disheartened by the feedback, but eventually learnt to internalise it and use it for self-development. RII60515 Advanced Diploma of Civil Construction Design 19 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 c. Describe two (2) ways 360 o feedback might be used in your organisational team. Your answer A 360 Feedback is a process for performance evaluation that entails gathering feedback not just in a traditional way coming from supervisors solely, but from a variety of sources including colleagues, peers, subordinates and even external stakeholders in order to provide a comprehensive and thorough evaluation of an individual’s performance and behaviour. The feedback gathered can be fostered in various ways such as: 1. Strengthening Relationships As 360 feedback fosters and environment of transparency and even vulnerability, it strengthens the bonds between colleagues. It makes everyone’s opinions and emotions valued. As individuals receive feedback from everyone, it raises one’s self- awareness but also mutual respect for everyone as one gains better understanding of their strengths and room for improvement which also leads to more thoughtful and mindful interactions with everyone. 2. Opportunity for Self-Development It is often mentioned that an individual tends to be bias to oneself missing a lot of important aspects about themselves. Although self-acceptance is very crucial but true maturity begins from not just considering oneself, but also others. Through 360 feedback, an individual gains a more matured understanding of how their actions can impact others either positively or negatively. This reminded me of one circumstance, when I was frustrated that my team did not understand my decisions with the intentions of bettering the team, until someone advised me that rather than looking externally, I must look inwardly first and accept feedback from others. If one can’t see my good intentions and sincerity, then it’s not just their fault but as a leader with greater responsibility, I must be the one who ensures that everyone perceives my genuine intentions through changing my behaviour, considering different perspective and not just adhering to a one-sided point of view but be open to the insights of people around me. This prompted me to be able to embrace and learn diverse personalities and communication styles even, to adapt. In this way, it guided in becoming more matured not just in the workplace, but in my personal life as well which deeply impacted my work relationships. In saying RII60515 Advanced Diploma of Civil Construction Design 20 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer this, it paves a way for the team members to adopt to more matured approaches to their actions in a personal way that also translates to the workplace culture. 5. Recognising and addressing issues, concerns and problems in a team a. List three (3) signs that would indicate a team is not operating to its maximum potential. Your answer A team that is operating to its maximum potential aims to consistently seek and apply knowledge to continually improve performance and productivity. However, key indicators that a team is not performing at its peak level are: 1. Lack of Evaluation and Engagement in Seeking Opportunities for Improvement. A crucial signal indicating that a team is not performing at its peak level is lack of curiosity and awareness about the company’s performance. If team members are not aware of current sales and standings of the company, it indicates a lack of interest which translates to lack of motivation and goal. This roots down to ineffective leadership raising awareness within the teams. Without evaluation, certainly, there will be no plans for improvement as well. 2. Poor Interpersonal Relationship within the Workplace. When there’s strained relationship between colleagues, conflicts arise more frequently, ineffective communication and reduced cooperation which leads to team inefficiency and decreased motivation. 3. Decline in Performance Increase in errors and quality of products compared to previous outcomes, negative RII60515 Advanced Diploma of Civil Construction Design 21 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer feedback from clients and decreased revenue are key qualitative and quantitative indicator that a team is not functioning effectively. b. What strategies could you, as team leader, employ to help avoid problems within your team and enable you to know when things are going downhill? Your answer Preventing problems is preferable rather than addressing issues that arise. To do that, three elements need to be incorporated strongly. A concept called the 3H principle which was initially introduced by Orr in 1992 and later expanded upon by Sipos et al. (2008). This model highlights the significance of combining the Head for knowledge sharing, the Heart for instilling values and fostering positive interpersonal relationships, and the Hands for hands-on participation in teaching and implementing. o Head-on Approach Ensuring that the team member is provided with sufficient knowledge and skills necessary to excel in their role. This can be done by: - Online Learning Platform : Online materials available for team member to access specific resources relevant to their role or areas of interest for additional learning. - Mentorship Programs : Appointing leaders designated with their own team members to provide hands on training based on their specific needs. o Hands-on Approach In order to have an effective hands-on approach, two elements are significant: Evaluation and Implementation. - Evaluation : This is the first step to make a hands-on approach; evaluating aspects such as sale figures, efficiency, client reviews, RII60515 Advanced Diploma of Civil Construction Design 22 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer team performance. This process gives insights on areas that need improvement and good practices that should further be cultivated. - Implementation : Following the evaluation process, the difficult phase is implementation. Implementation needs to be carefully designed into a proper system. For example, defining the duties and expectations of specific roles, formulating methods for sales efficiency. It is significant that during this process, everyone moves in one direction, if team members operate differently, the evaluation process cannot be done properly. o Heart-on Approach As previously mentioned, multiple times, establishing a good interpersonal relationship with the team fosters smooth collaboration and genuine empathy for one another. This fosters a mutual sense of respect for one another to excel in one’s own task so that others do not take on the burden. c. Reflecting on your organisational team and/or a project you are currently working on in a team, complete the following table to see if there are any potential areas for problems to arise. Check in… Yes No Problems to Arise Everyone understands what our goals are ✔ Without a clear goal, members might work towards different directions resulting to confusion and inefficiency. My team have developed some guidelines and rules on how we will work ✔ Without defined guidelines of rules to work together can result to ineffective coordination, lack of teamwork and unproductivity. RII60515 Advanced Diploma of Civil Construction Design 23 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Check in… Yes No Problems to Arise Plans have been developed by the team that will enable us to reach these goals ✔ Without plans, there will be no certain direction for team members to follow and execution of tasks will be carried out in a disorganised manner resulting in inefficiency. The people on the team have the experience, knowledge and skills we need ✔ If a team member lacks experience, knowledge and skills, tasks may take longer that affect the overall productivity of the team. If people don’t contribute in the way they should, there is a follow-up process ✔ If there’s no mutual respect to contribute and do the designated duties, it causes burden for others to bear their assigned responsibilities. We have a clear decision-making process ✔ Lack of defined decision-making process can result to delays as decisions get postponed and it can inhibit team collaboration for decision-making. As a leader, I am continually seeking feedback on my own performance ✔ Arrogance and strong sense of authority may develop if a leader is not constantly seeking feedback which may cause strains in their relationship with staff members. Team members know they are important in the context of the wider organisation ✔ Team members may feel unmotivated if they do not feel valued and appreciated within the organisation, affecting the morale of the team negatively. RII60515 Advanced Diploma of Civil Construction Design 24 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Check in… Yes No Problems to Arise We have the resources needed to do the job ✔ If resources needed are not provided, team members will lack the knowledge and skills to perform their task effectively which leads to delays, increase in errors and might even reflect on customer’s trust on the company. Everyone knows what is expected of them and the role they play within the team ✔ Uncertain expectations can lead to repeated efforts, wasted time and even disagreements among team members. We use feedback for our benefit ✔ Feedback is a crucial component to improve, if one takes feedback in a negative way, besides the conflict it can produce, it can deprive an individual to improve. Our team has a culture where hard work and effort are recognised ✔ Showing of appreciation is a key to boost morale of team members where they feel valued and recognised for their hard work, if not recognised, it might lead to demotivation of members. We communicate well and share information ✔ Lack of clear communication within the workplace, it can lead to misunderstandings and increase in errors because to incorrect information being passed on to the team. RII60515 Advanced Diploma of Civil Construction Design 25 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 6. Problem solving team issues a. What techniques could you use to encourage participation from a team member who was introverted and preferred to work independently? Your answer 1. Slowly establish a relationship with the team member with respect to his level of comfort. Understanding the member and not changing their personality is crucial but work on it. The best way to understand is to get to know them deeply which can be done through:  Schedule a casual catch-up with the member through coffee or a meal together. This can be a natural occurrence to have a catch up with the superiors especially in the beginning of work.  The most important thing is to listen attentively and carefully. Introverts tend to prefer listening over speaking, giving them the same courtesy. Also, psychological research shows that if one focuses to someone’s words – it may encourage them to speak more.  Engage in light-hearted jokes with the individual. This builds up a sense of ease.  Share more about my own self – personal experiences, hobbies, family or friends which would evoke him to open about his/her own similar experiences that resonates with him/her.  Assess his communication style: Does the member prefer written communication or one-on-one catch up? 2. Assess the member’s strength and give him a task based on that.  Giving them a specific task that that they are good at would make them feel valued and needed and would eventually build up their self-confidence.  Give them credit or rewards if they excel in a project or task. 3. Design the best environment for the team member RII60515 Advanced Diploma of Civil Construction Design 26 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer Let them speak up to you, ask specific questions regarding how the management can help them to feel comfortable within the workplace; schedule, workspace, means of communication, etc. This allows them to feel cared for and make them feel that the company considers what would work best for them.  If possible, allow them work from home days or change their schedules through the not so busy times.  Position their space in a quiet place. 4. Team Building Activities Even though it may seem counterintuitive for this to be a solution and introverts may initially be hesitant to join social activities, but it is important still for introverts to feel that they are part of the team to promote collaboration. They should be informed ahead of time as they tend to be more organised with their schedules give them expectations that you would want them to join, but not force them. This helps them to plan, organise and get them mentally prepared. Give them a thorough details of activities that will are not overly loud. It can icebreaker activities such as:  Getting to know each other, like fun facts about themselves  Games like “2 Truths and 1 Lie”  Doing Personality Tests together to encourage understanding different personalities and giving them knowledge on how to accommodate to such differences. b. If there is a personality clash between members of your team that is threatening your team’s ability to achieve its goals, what solution/s could you consider? Your answer 1. Arrange one-on-one meetings with these members and listen attentively to the RII60515 Advanced Diploma of Civil Construction Design 27 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer difficulties they are experiencing.  Evaluate the situation that is causing the misunderstanding between them.  Make inquiries about their preferences making their interactions more pleasantly: What does each team member expect from the other side? What might he/she think, or the other party can do better?  Assist them to self-assess and counsel them in identifying alternative approaches to resolve this situation. Offer resolutions that align with their comfort zones. 2. After having a thorough understanding of their different perspectives – arrange a time for both parties make resolutions together.  Inform both parties of each one’s concerns and their expectations from each other for mutual respect.  Facilitate a time to discuss for reconciliation either with you or just the two of them based on their preferences. 3. To avoid further clashes, if possible – separate the two members into different departments if that’s what they agree on. c. If you have a problem that is beyond your control and which threatens your team’s ability to achieve its goals, name one effective solution you could apply. Your answer In situations where I encounter a problem that is beyond my control, one approach I would do is to seek knowledge and wisdom from higher management and other field experts. This paves way for my own learning and improvement by seeking different perspective on different issues and apply the solutions that have been tried and tested by experienced professionals. As a leader, seeking innovations and not just relying on yourself is an essential key to success. Being open to learn from anyone even colleagues can give valuable insights. RII60515 Advanced Diploma of Civil Construction Design 28 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer 7. Leading by example Provide some examples of how a team leader can serve as a role model for team members. Your answer 1. Upholding Basic Human Courtesy One’s values is perceived by their simple and primary behaviour. For example, if someone consistently arrives late – it may offer a perception of their personality, their level of consideration for other people or even probable daily habits as a person. In saying that, an effective leader must possess basic desirable values out of courtesy. From this everything comes next – such as diligence, honesty, punctuality, communication. If one has these qualities especially as a leader, it inspires the team members to strive for this kind of integrity that the leader possesses and give a sense of accountability to do the same. 2. Possessing Genuine Compassion and Understanding for the Team Members When one conveys sincerity through their actions and words, it touches people’s hearts compelling a sense of respect in return. Drawing from personal experiences, if I perceive sincere care from someone, it will cause me to have a personal concern for that individual and would feel more inclined assist and support them. Any communication that comes from that individual, whether it is an advice or guidance would be taken as it is for my own personal development and with positive intentions. This is the reason why genuineness is emphasised with all the responses. RII60515 Advanced Diploma of Civil Construction Design 29 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 8. Communication from management to the team Read the following scenario and answer the questions below. SCENARIO Angela works at the local bank and has just been called into her manager's office. Changes are afoot and the company is going to be restructured. Her manager thinks that it's best that people aren't told too much and are informed of changes once the new structure has finally been decided. Angela disagrees. She knows that rumours are already circulating, and people are scared they'll lose their jobs. She convinces her manager that she needs to let her team know as much as possible. Angela decides she has three options: i. Call her team together for a meeting. Talk to them about the changes and explain why they are necessary. Be honest about the situation as some people may lose their jobs, but reinforce that it’s simply too early to know. Try to reassure the team that the changes will be beneficial for both the company and the employees and promise to keep them up to date with news. Tell team members that if they have any specific query they can come and chat with her privately. ii. Call a meeting and promise team members they won’t lose their jobs. iii. Write a memo stating that the company is going through a restructure and that she’ll keep team members informed. Stick the memo on the team bulletin board. a. Choose the most appropriate form of communication for Angela to use from the three options listed above. Your answer If I was Angela, I would choose Option I which is to “call the team together for a meeting. Talk to them about the changes and explain why they are necessary. Be honest about the situation as some people may lose their jobs but reinforce that it’s simply too early to know. Try to reassure the team that the changes will be beneficial for both the company and the employees and promise to keep them up to date with news. Tell team members that if they RII60515 Advanced Diploma of Civil Construction Design 30 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer have any specific query they can come and chat with her privately.” b. Explain why you chose this form of communication. Your answer I have selected this form of communication because from a personal standpoint, I would appreciate this approach over the other options. The reason behind this is because it is to my strong belief on how sincerity impacts others. According to research 80% of individuals are primarily driven by emotions (pathos) rather than facts (logos), it is not to say that everyone is entirely leaning towards emotions – but it reflects the beauty of being a human to experience both emotions and logical thinking simultaneously. I personally consider myself to be a heart centred type of person, but even individuals who tend to prioritise reasoning and do not often appear as emotional – regardless how much we conceal it, this is an essential part of human nature. To be an effective team leader involves displays of real compassion and empathy allowing others to feel a sense of genuineness of the action. I do not want my team to feel betrayed by withholding information from them. Nonetheless, I also respect hierarchical structure of the organisation. If the manager advises to hold off certain information until everything is finalised, I will abide to that instruction as I put my trust in leaders to have made this decision carefully and in the best interest of everyone. This is what I would wish to convey RII60515 Advanced Diploma of Civil Construction Design 31 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Your answer to my team members. I would not assure anything, but to let them know and feel how sorry this is for me to deliver this kind of news and ask for their understanding regarding this situation. RII60515 Advanced Diploma of Civil Construction Design 32 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Assessment Ruberic The assessment rubric will be used by your assessor to mark your portfolio performance. Use this Portfolio Checklist to understand what skills you need to document. The Checklist lists the assessment criteria used to determine whether you have successfully completed this assessment event. All the criteria must be met. Your demonstration will be used as part of the overall evidence requirements of the unit. The assessor may ask questions while the demonstration is taking place or if appropriate directly after the task/activity has been completed. Table 1 Rubric Checklist Task # Task/Activity Performed S U/S Assessor Comments (Describe the student’s ability in demonstrating the required skills and knowledge) 1 Determine the scope and boundaries of the supervisory role 2 Identify the strengths and support requirements of diverse work teams 3 Establish realistic expectations and conditions with stakeholders through negotiation 4 Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions 5 Use a range of strategies to support, report on and promote the development of diverse team members in the work role and environment 6 Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development 7 Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace 8 Provide planning guidance and support in a form and style to suit team member and workplace requirements 9 Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions 10 Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved 11 Contribute to the identification or practices and approaches that achieve individual and organisational diversity objectives 12 Share ideas and suggestions on the challenges and barriers for supporting diverse work teams and improving individual and organisational outcomes RII60515 Advanced Diploma of Civil Construction Design 33 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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RIILAT402D Provide leadership in the supervision of diverse work teams RTO Code 90003 Qualification: RII60515 - Advanced Diploma of Civil Construction Design Unit of Competency: RIIQLAT402D Provide leadership in the supervision of diverse work teams Assessment Task: Portfolio Student Name: Student ID: Assessment Outcome: o [Satisfactory] o [Not Satisfactory] o Re-Sit (RS) Assessor’s comment regarding student performance Assessor’s recommendation on how to improve the performance (if there is any gap) Assessor Name/ Signature: Date: Student Feedback on Outcome(s): o The results of my performance have been discussed and explained to me. If you would like to request a review of your results or if you have any concerns about your results, contact your teacher or head teacher. Student’s signature: Date: RII60515 Advanced Diploma of Civil Construction Design 34 of 34 Version: 01 Date: 3/3/2020 Modified: Printed copies of this document are uncontrolled.

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