Personal Changes Perceived Growths in Relation to Entrepreneurship Skills
67 all competences with the help of her relationship with other members. At the end,
she could reintegrate the new role of her. A was one example of some transformational learnings of the members of Marvy.
The members of Marvy were helped to identify themselves by using the six-hat thinking packs proposed by De Bono. In the metaphoric thinking
developed by de Bono, people are invited to assess the whole spectrum of their dynamic thoughts. The six colors represent the nuanced views of the things before
people. The colors trigger people to avoid simplistic, dichomist views i.e. either or, or, black-and-white. Accordingly, this metaphoric color thinking brings
forward some critical and reasoning skills. Using the new method, the members of Marvy could recognize themselves and how they perceived themselves in an
interesting way. The changes as the perceived growths of the members of Marvy brought a
positive nuance of the group development. The final purpose of any work with people, whether they are healthy or sick, young or old, is to help them use as
many of their capacities as possible so that they are themselves happy and contribute to society as a whole Konopka, 1954. Therefore, it can be said that
the positive changes in the individuals led to a positive development in Marvy as the group. As the relationship among members, the feeling members have toward
one another, if primarily positive, will be the major reason they return to the group Garvin, 1981. The members did bring good impact to the institution. The
members as individuals led to a collaboration in the group which was then followed by the success in workplace. A relationality theory concerned on what
68 somebody experiences or feels because there were people surrounding himher.
The members of Marvy got trust from the other members surrounding them. The trust created motivation, compassion, and conscience.
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