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Sabah 02L Log Book

This Booklet aims;

To provide a tool for Staff Members on Millennium Awards Expeditions to reflect on their experiences on Expedition.  This includes practical & personal learning points

To provide evidence for the Millennium Commission that changes have taken place in each individual’s personal development.

To provide additional records for Millennium Award Winners who wish to complete the Open College Network Accreditation – Raleigh International Skills for Volunteer Staff Award (see separate booklet for framework).

Staff Name: MARK WIDEBERG

Site: FIELDBASE

Personal Objectives

Despite the hectic pace of expedition life, it is crucial for staff to take some time to focus on themselves and what they want to get from expedition/the Millennium Awards scheme.  One way of doing this is setting  some personal objectives.  They should be based around the following SMART criteria, i.e. they should be: 

Specific

Measurable

Achievable

Reasonable

Time bound.

Think about why you are taking part in the expedition and set yourself some objectives you would like to achieve.  These can be phase specific, or something you hope to accomplish by the end of expedition.

Learn 5 practical ways in which to better work with people by the end of expedition

   

Develop 5 “life enjoyment” 5 techniques 

Take in as much as I can from the expedition experience

Make the most of being in Sabah by getting out at least once each phase

Climb Mt Kinabalu

Challenge myself by taking on new and different tasks

Record the skills learnt on expedition for further reflection and learning

PHASE ONE

Practical Feedback

What have been the key Achievements of this phase? 

Suriviving it

Making new friends 

Climbing Mt K

Getting to know the venturers better and have a laugh with them

Helping reinstall Windows 2000 Prof

Installing and running Quicken

What have been the key Challenges of Phase 1?

Trying to relax

Identifying my role in a new team

Trying to maintain enthusiasm after returning from project site

Putting up with the crap

Being treated poorly by other staff

Comment on your practical experience of Phase 1. Use the following pointers if appropriate:

What targets did you meet? How? •  How did the Venturer group gel & perform?

How do you feel about your role? •  How are the Staff team coping with the highs and lows?

Describe what extra support you would like? •  What are lines of communication like?

What would you do differently in retrospect? •  What have you learned to carry over to Phase 2?

Phase I was a huge learning curve. Partially in dealing with the tasks required from the accounting front but mainly in working with people. In the early stages I found people were finding their feet and thus focusing on themselves only. I felt that missing the Sabah staff induction in Scotland was a telling factor in working with people during the Sabah induction process and also early part of Phase I.

Completed Mt K recce with team: got to know my 2 partners better. Faced the challenging climb together and supported each other well.

In retrospect I wouldn’t let some of the staff treat me they way they did.

I would also try to differentiate between what is important and what can wait till another day. I spent too much time worrying about unimportant things.

Communication lines were generally poor. People were very busy with their own world such that they mostly didn’t consider others.

Felt that the question regarding support is intended to make this a document used whilst on expedition but in reality it’s more a reflection tool and up to the individual how to use it.

I had the expectation that there would be regular one-to-ones and like in a business environment they would be tied into this document and progess monitored with guidance and encouragement from Raleigh staff.

Personal Reflection

Use this section as a personal space for reflection. You might find the format supplied handy to register how you are getting on (1 is low, 5 is high).

	1	2	3	4	5
How satisfied are you with what you personally achieved last Phase?				x
Do you feel you are learning through the experience?		x
How much are your own needs being catered for?	x
How motivated/enthusiastic do you feel for the Phase to come?		x
How confident are you in your abilities to continue your work?					x
How much fun are you having?	x

Comments:

(please elaborate on any of the above or comment further on any issues affecting you personally)

For me Phase I was all about disappointment. 

From initially being focused on the project staff role and doing a site recce and all that includes I had to completely change direction when faced with the Fieldbase staff role of accountant.

My whole focus throughout the training process in Scotland was to learn as much as I could to become a good project staff member and focus on venturer personal development. This would have been a massive challenge for me and one I was looking forward to for my own personal development. This is why I came on expedition in the first place. To have this changed due to what was one person giving up on the challenge was disappointing and frustrating.

That bridge having been crossed I accept part of the responsibility for the subsequent reallocation into Fieldbase due to my own unwillingness to work with particular staff members and also my inability to meet the “jungle challenge”.

On top of this I found it very difficult to be introduced into a new team which had already had a few opportunities to develop connections. Whilst trying to get control of the new role I was also struggling to develop personal relationships with the Fieldbase staff team.

I believe there was a lack of guidance and support from “above”. The accounting role is perceived as one which the accountant is well capable and therefore not requiring any help from others. This misses the interpersonal side and fact that everything on expedition is new.

I personally felt that some direction from the experienced staff would have gone a long way. I few simple words would have been all that is required.

Throughout expedition I felt that the accountant was always the last person to be considered.

PHASE TWO

Practical Feedback

What have been the key Achievements of this phase? 

I survived it

Getting to know the venturers better and have a laugh with them

Creating new accounting working papers

Improving the handling of foreign exchange and giving each venturer the cash they wanted

Having a 1-1 with the EL and becoming positive about the expedition as a whole

Installation of the computer network

What have been the key Challenges of Phase 2?

Trying to relax

Learning how deal with a constantly changing team

Evaluating whether to leave the expedition

Putting up with the crap

Being treated poorly by other staff

Having numerous frustrating computer problems

Comment on your practical experience of Phase 2. Use the following pointers if appropriate:

How did this Phase differ from the last one? •  How did your new group gel & meet its targets?

Do you feel your role has altered? •  How have the Staff team needed to adapt?

Have phase1 problems been solved? How (not)?

How is the relationship with project partners progressing?

What challenges are you facing in the final Phase?

Phase II brought with it changeover I (see below for more). This incorporated new challenges dealing with administration, project floats and foreign exchange dealings.

It also brought changes in the teams due to staff going out on loops and project sites.

Phase I issues still remain and worsened during the Phase but new initiatives have been identified and will be utilised for Changeover II and Phase III.

Relationships with staff are evolving. I am now more aware of who my friends are.

I’ve learnt that some people I thought I didn’t get along with I actually do once I’ve scratched below the surface and understood the person more.

Better working relationships have been created on the whole.

Personal Reflection

Use this section as a personal space for reflection. You might find the format supplied handy to register how you are getting on (1 is low, 5 is high).

	1	2	3	4	5
How satisfied are you with what you personally achieved last Phase?			x
Do you feel you are learning through the experience?		x
How much are your own needs being catered for?		x
How motivated/enthusiastic do you feel for the last phase?			x
How confident are you in your abilities to continue your work?				x
How much fun are you having?			x

Comments:

(please elaborate on any of the above or comment further on any issues affecting you personally)

Phase II was easily the toughest so far. I hit a brick wall in terms of my enjoyment levels and hit a real low. Due to a huge lack of support from the staff team and also a few staff again treating me badly I personally felt that I wasn’t appreciated and that no-one cared for my personal wellbeing.

It got to the stage that each day was a grind and I didn’t want to be here. Even after trying different approaches with people and explaining my feelings nothing changed.

I discussed my predicament with various people internally and externally. None came up with a significant reason for staying on expedition.

My discussion with the EL however reminded me that it’s up to me. I was already aware that it’s up to me to change my mood and feelings about expedition but I was at the stage of not wanting to even try given past results with various people.

At that time Fieldbase was generally very depressed and it wasn’t a nice place for anyone.

Talking to the EL and getting out to Crocker North gave me rest time from the “prison”. Time to re-evaluate and consider alternatives meant that I’ve decided there’s more to learn from being here than not.

Another significant change in my thinking was that I wasn’t going to let others ruin my expedition experience.

PHASE THREE

Practical Feedback

What have been the key Achievements of final phase? 

Getting out to Danum

Finding more time for myself

Enhancing good relationships

Ruling a line under the PC issues

Relaxing more

Suriving changeover and wanting to stay

What have been the key Challenges of Phase 3?

Relieving boredom

Encouraging the FB to get active (swimming)

Trying not to focus on post expedition time

Planning my time

Comment on your practical experience of Phase 3. Use the following pointers if appropriate:

How has your role changed over the phases? •Did you see a progression in venturers’ ability?

What skills have you learned? •Was work completed to your satisfaction?

In hindsight what would you do differently?

•What has been your greatest achievement over the 3 phases?

Essentially my role hasn’t changed that much – it’s just that with each phase I’ve become more accustomed to it and therefore more efficient at it.

In hindsight there isn’t a lot I could have changed due to the nature of coming into the accountants role late. Having said that I think spending time up front to develop the right attitude towards accounts and me would have helped. People tended to consider the accounts, and I felt me personally, as a non-event and this caused me most of my grief on expedition.

Over the three phases I think I was most happy with the trip to Danum Valley Field Centre. This is because it was the most educational part of expedition. Many live examples of wildlife supported ably by both experts in their field and an excellent library.

In terms of the venturers at Danum there was a noticeable lack of team unity. I think many venturers had seen to much of each other and there were a number of difficulties.

One of the key factors for a better feeling in this phase was the assistance I received at changeover whilst supporting the Mt Kinabalu climb. This had a major effect on my mood and my enthusiasm for the remainder of expedition.

I was able to spend more time doing what I enjoy most and that is chatting with the venturers.

Better timetabling of changeover also helped to keep me focused on one task at a time and identify more clearly when I had free time.Personal Reflection

Use this section as a personal space for reflection. You might find the format supplied handy to register how you are getting on (1 is low, 5 is high).

	1	2	3	4	5
How satisfied are you with what you personally achieved in the last Phase?			x
How much do you feel you have learned through the experience?				x
How much were your own needs catered for?				x
How motivated/enthusiastic has the experience left you?			x
How confident has it left you in your own abilities?			x
How much did you enjoy the experience?				x

Comments:

(please elaborate on any of the above or comment further on any issues affecting you personally)

Visiting DVFC had a big impact on Phase III for me. I had been asking to visit Danum from the beginning of the expedition but had to wait 3 phases to get out there.

Danum was an amazing place and one where I focused less on being part of the project team and more on myself than I usually do. This was in part to there being no “team” and part in focusing more on my personal expedition experience. I felt the latter had been lacking throughout the first 2 phases and I wasn’t getting what I wanted particularly but nevertheless was trying to make the most from what was laid before me.

This was a classic case of me working on my own initiative to organise things for me. It seemed like a question of balance and I’d spent the rest of the expedition considering others so felt I was due my time.

Something that rang home to me in the last phase was that I needed to be more insistant on what I wanted. Not because the EL didn’t want me to get what I wanted but that there were X other people all pushing for what they wanted. I would surmise that certain people had specifically said they couldn’t do this or that and therefore got what they were after.

This is supported by comments at a fieldbase meeting which essentially pointed out that some people had received a lot of time off whilst others had very little or none and they should consider this before leaving fieldbase the next time.

There was a time when two staff members who were meant to have a day off had to remain at fieldbase due to others leaving without asking if it was OK. I took it on myself to bring this up at the next meeting when the 2 people in question didn’t.

For whatever reason they got what they wanted. I often get left behind in these circumstances relying on others to “play fair”. Experience at Raleigh has taught me that it doesn’t work like that.

Even though we are here together working towards some common goal and focusing on teamwork, in reality the support and unity I expected at the outset has not appeared. People are still very focused on their own little world and by-and-large do not consider others very often.

This is even down to the most basic levels such as (at fieldbase) cleaning up after oneself. People simply do not care.

This is of course not a representation of all but it’s definitely there. I personally had expected it to be more like the great teams I had seen on my and others development weekends and weeks. 

They were the ideal we were trying to obtain I feel and I know that some of the project sites did achieve this at times. I get the feeling this was really more from the mix of people rather than divine intervention from the staff – well that was the observance from the sites I visited.

Reflection

Looking back over the expedition, decribe your highpoint & low point;

The low point would have to be the beginning of Phase II (I’m writing this in the middle of Phase II!).

This was the time when I was considering going home as expedition was less fun than more.

What objectives did you set yourself at the beginning of expedition?  Did you meet them? How/How not?

5 practicle ways in which to better work with people by the end of expedition

Speak my thoughts out loud more often

Let people know what things I do that help them or even better offer assistance before doing the work!

Consider choices of words and ways of saying things

Laugh more

Breathe

Take comments less personally – “water off a ducks back”

5 “more out of life” techniques

Take time out from the day-to-day

Spend more time talking to people

List out the things I like doing and pursue them 

Pamper myself

Spend money

Be patient

Take in as much as I can

This has been hard in many cases as I’ve felt that I’ve been beating to someone elses drum. In terms of Sabah and the environment I think I’ve taken it all in. It’s a magical place. The place I consider I’ve lacked the taking it in part is with people. However during the third phase I’ve enjoyed the company of people a lot more.

Get out once each phase

Narandang

Mt Kinabalu

Crocker North

Mt Kinabalu

Gaya

Danum

More short trips assisting logistics towards the end of expedition

Climb Mt Kinabalu

Achieved this twice. Would have liked to complete the full 3 climb course but didn’t manage it. Still an amazing achievement.

Challenge myself

I consider this to be the largest failure. Other than coming on expedition for a challenge per se I think specific ones have been lacking. Reflecting on this I don’t think I made the most out of the people challenges and seeing them as such. It’s easier for me to be motivatedto tackle a physical challenge rather than a people one. This is probably because I have more experience and am much better at physical ones – and I’m inherently lazy!

Record skills

See list 

What skills have you learned or strengthened?

Radio Equipment (HF 90)

setup of radio for operation

phonetic alphabet

radio pro-words

temporary repairs of wiring/handsets

how solar changes affect reception

what to do in thunderstorms or when lightening strikes

how to erect dipoles

checking antennae

completion of various reports: SITREPS, INCREPS, TRIPREPS

Campcraft

using Malay parangs

erecting an A-frame and hammock basha

river crossing for one person or groups using bamboo poles

cooking

Projects

completing a project recce

assessing food & water requirements

assessing equipment needs

meeting project partners

risk assessments

CASEVAC / MEDIVAC protocols

Identifying local medical resources and standards

Developing 3 phase project plan

Planning first 48 hours with venturers

Identifying R&R opportunities

Cultural

Learning pigeon Malay

Understanding Muslim issues in terms of: attire, behaviour, Ramadan

Dealing with people with little knowledge of English

Understanding protocols to be observed in kampungs

People

Conflict resolution

Understanding others

Conveying my views clearly

Listening

Speaking

Patience

Prioritising

Learning to not get easily offended

Trekking

Assessing the trail

Trail cutting / altering the trail

Issues surrounding team splitting

Communication for safety

Water and food supply

Re-supply & storage

Flexibility & planning

Safety

requirements for helicopter landing site

procedures for working with helicopters

CASEVAC protocols

Risk assessment analysis

Using available resources for CASEVAC e.g. temporary stretcher

3 bowl system for hygiene

dealing with anaphalactic shock

making slings/splints

dealing with altitude sickness

operating various types of stretchers

dealing with malaria and other insect borne diseases

“Raleigh”

name games

ice breakers

review techniques

professionalism

ethos

culture

non-negotiables

Looking Forward

How will you use these skills upon returning home?  For Millennium Award Winners -Which ones will be useful for your home based project?

At present I have not completely formulated in my mind the home based project I wish to do. There are a number of interesting ones suggested by venturers already but I would like to perhaps consider one of my own and form a team around that. In terms of skill ultisation I feel that there are few hard skills learnt but rather soft skills that can be taken to forming and working in a team. Also in dealing with a potential project partner.

How do you feel about returning home at this point?

Personally I would rather be free of the Millenium Award project as this would mean I can spend more time with family in New Zealand. Having said that – I have to do it and so making the most of it is important and I also want to do a good job and feel like it’s made a difference.

Benchmarks for Responsibility & Freedoms

A key session during the staff development weekend looked at the expedition as a learning environment where staff can give venturers an increasing amount of responsibility as the phase/expedition progresses.

During the expedition there will be times when staff members are not sure when/how to intervene as they strive to hand over responsibility.

The graph aims to illustrate the amount of staff input as the expedition progresses

                             Staff

                                      Input

                                   Induction  Phase1    Phase2  Phase3    WashUp

                                         

It is important to realise that this is a model.  It may happen that your first group work very well together and it is easy to gradually give them increased responsibility.  Your 2^nd or 3^rd group may present challenges which mean the transition is slower – or you may have to start off with an increased amount of input.

It is important for staff to provide some benchmarks for themselves to measure the groups readiness for responsibility.  These indicators will be project specific, however there is a sample checklist below to give an idea of some of the things staff may wish to consider.

The benchmarks have been divided into three categories; project task, camp life and group/interpersonal

Project Task	Camp Life	Interpersonal/Group
Health & Safety Risk assess site Tool Use -storage -safe use -clean/maintained Awareness of others Lifting Helmets, gloves, goggles Hydration Sun Exposure Awareness of Community Skills Mixing cement/plaster/concrete Carpentry Measuring out Storing materials Working to plans Time management Planning materials Ordering materials Skill management	Health & Hygiene 3 bowl system Dishes done immediately Storing food Getting rid of waste Digging long drops Handwash at long drops Living/Sleeping Arrangements Rotas Basha building ? Separate male female areas Dining area established ? Family style dinners Food Safe, hygienic prep Planning menus Creative use of resources Local food resources Physical Boundaries	Group Contract Everyone contributes Group use it Revisit it if necessary All getting up/working according to rota Socialising/R&R Logbooks Inclusion of Host Country Venturers All contributing to reviews initiated by staff Identifying & raising issues to be reviewed Initiating reviews

Maslow’s Hierarchy of Needs

The nature of the above examples ie. meeting basic needs before progressing to more complex needs mirrors Maslow’s Hierarchy of needs.  See diagram below.

Maslow’s model suggests that if basic needs are being met, there will be motivation to meet some of the higher needs.  The basic living conditions of expedition usually mean venturers (and staff) re-evaluate their basic needs.  A lower threshold for physiological needs means less time/energy is focussed on meeting them – allowing focus to move up the higherarchy – particularly towards teamwork/belonging & acceptance.

On project sites the physiological needs could be summarised as ‘where do I eat, sleep, go to the toilet’

Referring back to the benchmarks, once the essentials have been achieved ie. health & safety/hygiene, learning can continue, this may involve planning and reviewing/evaluating.

Once the performance indicators have been identified staff can use this as a framework to decide if they need to intervene – when and how this should be done.  Is it necessary to intervene with the whole group or merely with a few individuals.

For example, it becomes clear that one venturer is not using the 3 bowl system.  It is necessary for staff to intervene.

When? – immediately - as there is a health risk.

But how? – should staff re-instruct the whole group or merely the individual

How would you deal with a venturer repeatedly not getting out of bed?

At anytime it is ok to stop the whole task/activity if things aren’t going to plan or thing are not being achieved.  Remember the projects/expedition life are a tool for personal development.

Staff Role – A Balancing Act?

The previous models have looked at how the staff role will change over time as an increasing amount of responsibility and ownership is given to the group.  In addition to this, staff have to be prepared to wear a number of different ‘hats’ depending on the situation they are dealing with at the time.

Sun

At times staff will need to;

Instruct – impart knowledge,teaching campcraft/technical skills

Facilitate – support & motivate, ask questions to raise awareness & enhance the venturers experience 

Mentor – dealing with homesickness,listening, guidance, reassurance

Safety – regardless of the stage of expedition staff remain accountable for the safety of venturers.  Staff should encourage individuals to take responsibility for their own/group safety through risk assessments. 

Lead – there is a continuum of leadership ranging from the extreme left where the leader tells the group what to do eg when safety is threatened or a non-negotiable rule needs to be enforced to the other extreme where the leader joins the group in decision making as an equal player (having defined some limits.)  The leader increasingly shares their authority and empowers their team – encouraging freedom & autonomy – a powerful motivator.

Sun – remember to have fun!

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Ultimate level of personal development, realisation of potential

UL

Esteem self-respect, achievement status

Social needs

Belonging&acceptance, love

Safety needs

Protection&security

Instructor

Physiological Needs

Food, Water & shelter

Leader

Mentor

Safety

Facilitator