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Group Dynamics and Team Development

Group Dynamics and Team Development






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    Group Dynamics and Team Development Group Dynamics and Team Development Presentation Transcript

    • Group Dynamics … or managing a multi-headed entity…
    • Shared Language Guardian Idealist Rationalist Artisan
    • Your Type as a Leader
      • GUARDIAN
      • Emphasis on structure, closure, and order; adherence to the chain of command
      • What do you look like as a leader?
        • Jennifer Lopez in The Wedding Planner
    • Your Type as a Leader
      • Idealists
      • Persuasive and often inspirational, with behavior that emphasizes personal relationships, shared values and group harmony
      • What do you look like as a leader?
        • Woody in a Toy Story
    • Your Type as a Leader
      • Rationalist
      • Authority-independent with an emphasis on competence, objectivity and geared towards intellectual and independent contributions to the group
      • What do you look like as a leader?
        • Flick in A Bug’s Life
    • Your Type as a Leader
      • Artisans
      • Action-oriented and adaptable, practical and hands on behavior that avoids future focus in favor or the more immediate/present problems or options.
      • What do you look like as a leader?
        • Ferris in Ferris Bueller’s Day Off
    • Some Questions
      • Why did we do all that?
      • How do you use what you have learned as a trip leader?
      • How will you know the color/type of each of your participants?
      • Why should you figure it out?
      • What will you do with that knowledge?
    • Leading Groups Using Type
      • To effectively lead a group, you need to understand each individual and flex your style to his/her type.
      • To effectively lead a group, you also need to understand a group will develop its own, SUPER personality.
    • Group Personality
      • Unless you have only 4 people and each one is one of the 4 colors…the group will have a dominant personality that people will bend to…their Group Color
      • The group shown on the previous slide will start showing signs of being an Idealist after it interacts together for a period of time.
    • Watching for Types
      • Remember, even understanding True Colors extremely well doesn’t make you the expert on another person’s personality…s/he will always be the expert.
    • Watching for Type
      • Guardian
        • Chain of command
        • Structure
        • Order
        • Decisive
        • Practical
      • Leading Guardians
        • Give clear answers, don’t be wishy-washy, timeliness, and consistency
      • Rationalist
        • Problem first, people second
        • Logic
        • Competency
        • Wordsmiths/Debaters
      • Leading Rationalists
        • Give constructive criticism, allow freedom for ideas, give harder assignments
    • Watching for Type
      • Idealist
        • People centered
        • Subjective
        • Relationship first, task or problem second
        • Want to like/be liked
      • Leading Idealists
        • Be likeable, go out of your way to show you like the people you are working with, actively engage as a human
      • Artisan
        • Active (just do it)
        • Don’t like lengthy explanations
        • Love to laugh/have fun
      • Leading Artisans
        • Variety and change important, so is just doing things and having fun and laughing. Stop explaining and start doing
    • Group Personality/Development
      • Groups have a personality
      • Groups develop along those personality lines.
    • Group Development
    • Forming
      • What does this look like?
        • Goal is unclear
        • Varying degree of commitment
        • Communication is low
        • Dependent on directive leadership
      • What do we do?
        • Provide direction
        • Expectations
        • Goal Setting
        • Icebreaking
    • Forming
      • Guardians : “What is expected?”
      • Rationalists : “Why are we doing this in this way?”
      • Idealists : “Who are you? Who are you? Who am I?”
      • Artisans : “When are we getting started?”
    • Storming
      • What does this look like?
        • Differences over roles and goals
        • Counterproductive behaviors
        • Uncertain about how to deal with issues
        • Independence
        • Communication issues erupt
      • What do we do?
        • Team build
        • Involve group more in decisions
        • Define and redefine expectations
        • Coach members through struggles
        • Seek commonality
    • Storming
      • Guardians : “Everybody needs to know their role and get this done in the predetermined, agreed-upon manner.”
      • Rationalists : “Everyone else is incompetent and I can’t be expected to work with these people.”
      • Idealists : “Why can’t we get along?” or “I do everything for everyone else and this is how I am repaid!”
      • Artisans : “EVERYONE SHUT UP and do something!”
    • Norming
      • What does this look like?
        • Group gains confidence
        • Goals are clarified
        • Interdependent relationships
        • Group achieves goals more effectively
      • What do we do?
        • Provide open times for group to share ideas
        • Work towards consensus
        • Facilitate leadership opportunities for group members
    • Norming
      • Guardians : “Good now that the system is in place and everyone understands their role, we can get our tasks accomplished.”
      • Rationalists : “This is working for the time being and I believe this group can handle change if it comes up.”
      • Idealists : “I’m glad that we had that bit of misunderstanding because our sense of who we are is stronger and now we all know how to talk to each other.”
      • Artisans : “Did something happen there?”
    • Performing
      • What does this look like?
        • Group take responsibility for self and tasks
        • Effective leadership from all members
        • Group facilitates itself
        • Group works to benefit the whole team
      • What do we do?
        • Still seek to improve relationships and work
        • Celebrate successes
        • Test for better methods and processes
    • Performing
      • Guardians : “We are a well-ordered and well-maintained SERVICE MACHINE!!!”
      • Rationalists : “It appears that our goal is clear, our method for achieving the goal is sound, and our communication and readiness for change are intact.”
      • Idealists : “I love you guys…WE DO GREAT WORK!!!”
      • Artisans : “What’s next?”
    • STORMING?!?!??
      • Storming is feared for many reasons:
        • Guardians : Disrupts the chain or flow of the organization
        • Rationalists : It is non-productive and doesn’t seem like a logical or rational use of group time.
        • Idealists : People could get their feelings hurt
        • Artisans : It’s a lot of talk…no action…generally no fun
    • STORMING?!?!??
      • How different leaders lead through it:
        • Guardians : Remind Guardians of their duty to the group. They will respond to this by being a good “second in command.”
        • Rationalists : Ask the Rationalist for ideas on how to get through the conflict. Also, explain the theory of development. They may not believe it, but they’ll give it a chance.
        • Idealists : Explain to the Idealist that this will strengthen the bonds between people if they can get through it.
        • Artisans : Do team-builders or active initiatives to illustrate the process.
    • The Process
      • Just as individuals develop over time, so do groups
      • Your job is to help to move them through the process (including Storming)
    • Dual Relationships
      • This is where a relationship exists beyond trip leader and _________ [insert participant, co-trip leader, etc.)
    • Dual Relationships
      • What to do?
        • TALK!!!
          • Don’t assume it will be bad, good, or not a factor at all – because it will be one of the above.
          • Set expectations!
            • What is each person’s role as defined by their ASB position
            • How will we act in front of others on this trip?
            • When can we act as our secondary relationship?
            • What will we do if our secondary relationship shows or things get ugly?
    • Dual Relationships
      • The key is:
      • TALK to each other and set clear expectations for how you will act!
    • Questions?