This statement will analyze the game of live business simulations and will also focus on teamwork and business with appropriate opinions. The operations were transferred to us after 2 years of activity and we took over the management. This team consists of four members and is owned by Mr. Tom. This simulation is planned for a period of 10 years. This company specialized in selling electronic gadgets and this team faced many challenges being of different nationalities and culturally different; we as a team had commitment, interpersonal skills, interdependence, shared goals and responsibility. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayPrimary Reflection: We had a task in hand as we had to rename, start analyzing, strategize, make decisions and win accordingly. Awareness about simulation, the main purpose of simulation is that each person should be able to develop their managerial skills and improve their leadership skills, each team member has been delegated to perform some tasks in the simulations such as communication, strategy, process decision making and sales and each of us used to take turns in each section of the simulations so that we could develop our skills and we also focused on the core strengths of our team members to perform well. Secondary reflection: we formed a group and advanced to different levels, we required training, the assault on norms, the execution of strategies according to (Tuckman BW 1965). Formation: In the initial stages of the game we formed a group where we were not all clear about our roles and processes, we did not have a leader, so we formed a group and elected a leader depending on leadership skills. I started as a team leader and the team gave me the opportunity to lead and make decisions and to have a proper team composition. Storm: We met to understand how decisions are made and had differences of opinion, we rushed to make some bold decisions even though relations seemed little strained, we had a mutual respect for each other. The main reason for the difference in opinions was that we all came from a different culture, ethnicity and had different perceptions, but we all had the consensus to move forward and achieve results as a team. Norming: As we progressed, we resolved the our differences of opinion, we understood the team well, we all had set our own goals, we had commitment from each member and worked for the progress of the team. Performance: Our effort started to reflect in our performance and we as a team started to grow, set goals and get results in the second simulations we were running the simulations. We all made very few mistakes and were more strategic in our approach and the overall team performance continued to improve. To be successful in a team we must engage in team processes, leadership and responsibility and all decisions must be made by consensus decisions are made by consensus (Critchley & Casey, 1986) Communication: we all come from different cultures and have had communication as barriers and we formed a communication channel through meetings, followed by emails and messages. We needed to know our key strengths such as presentation skills, negotiation skills, teamwork, influencing skills and win-win conversations. Our companionsteam members were held accountable to each other and the success of the simulations was based on the contribution of each teammate. Team members were always happy to help peers when they were suffering from difficulties. The team proactively brainstormed problems, teammates offered assistance if needed. During the game I noticed that as team leaders we must have interpersonal skills to encourage trust, commitment and trust within the group (Harris & Harris, 1996) . The team recognized that team members had different characters and had experienced problems at different times. They showed consideration for each other, respected and supported others in difficult times. The team members were all aware of the importance of each person's role within the team and the process used by our group to plan and monitor the time and quality of the required tasks. As a team leader I was highly respected by the team and always directed the team before making any important decisions. Additionally, I had monitored the activities and responsibilities of individual team members. We must clarify to members their roles, relationships, assignments and responsibilities. This argument is supported by (Harris & Harris, 1996). For each simulation, each team member was delegated responsibilities. We worked on different roles depending on the individual's core strength, as some were strong in accounting, sales, communications, strategies and decision making and shared their ideas and guided the team together on their concepts as a team. Everyone had a responsibility, we trusted each other in carrying out our tasks and achieving the desired results. I trust that one aspect of team building alone will shortly be enough to explain the difficulty of building a high-performing, successful multicultural organization. squad. This argument is supported by Miller (2003). I preferred to lead the team into democratic leadership rather than authoritative leadership. After a few simulation cycles, one of our team members was not as active a participant. This gave me the opportunity to lead the team towards authoritative leadership and I was supported by other teammates. Other teammates endorsed a directive leadership style, as described by Hersey and Blanchard's “Situational Leadership” theory (Torrington et al., 2014). After this approach the teammates were on time, actively participating, everyone was prepared for the meeting, taking on their responsibilities in the roles and driving the growth of the organization. We gradually went from being negative in our stock market to being high in simulations. To be successful as a team we must engage in team processes, leadership and accountability and all decisions must be made by consensus (Critchley and Casey, 1986) and each individual in the team was responsible for the decision to be made and we used decisions published online based on consent of each individual so you can take the results head on. we also had to analyze and perform post-project analysis to find out what worked and what didn't (Johnson, Heimann, & O'Neill, 2000). we had to analyze our performance every week and consider the positive and negative results to strengthen it. Future Learnings: To achieve success in the coming years, to create a strong team, as a leader I need to focus on understanding the individual strength of teammates, I should know their weaknesses and support them to grow further in the organization. Few people are not as outspoken as others.