Group Dynamics and Team Development

8,908 views

Published on

Published in: Technology, Business
1 Comment
5 Likes
Statistics
Notes
No Downloads
Views
Total views
8,908
On SlideShare
0
From Embeds
0
Number of Embeds
138
Actions
Shares
0
Downloads
568
Comments
1
Likes
5
Embeds 0
No embeds

No notes for slide

Group Dynamics and Team Development

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

×