>John Gunkler wrote:
>
>>We described what goes on when people come together for the first time in
>>terms of two kinds of "tension":
>>
>>1. Task tension
>>2. Relationship tension
I do not have a proper citation for this. I don't know where it came from,
just that it is not my work.
Group Dynamics
Stage 1 - Dependency
Issues:
Safety and security for each member of the group
Behaviors:
Safety often found in silence.
First action in a group is trying to find the linkages with the other
people in the group
Having established a link, no matter how fragile or shallow, desire to
maintain it
Transition:
- With Linkages, Safety and Security needs begin to diminish
- Refer to Maslow - As one need is satisfied, other needs emerge
- The needs for recognition and control assert themselves
- May manifest itself in non-positive behavior
Leadership:
- Directive leadership most effective
- Address the groups needs
- Begin to move the process
Stage 2 - Counter Dependence
Issues
Struggle with individual identity versus group identity
Behaviors
- No contribution in public forum, complain away from public forum
- Many organizations stuck at that stage of group development
- Still major questions about the norms and the rules of the group
- People may feel anonymous and unimportant
Transition
- With rise of feeling of influence, expression of ideas and opinions emerges
Leadership
- Directive leadership is counter productive
- Modeling leadership style most effective
- Show people where to head
- Illustrate the behavior or find someone else exhibiting it and hold them
up as an example
- Beware of condescension
Stage 3 - Conflict
Issues:
Resolution of individuals exerting influence - "who's right"
Behaviors:
- People feel liberated to express ideas, concerns, issues and needs
- Individuals focus on meeting personal needs; no longer afraid speak up
- Roomful of individuals "set free"
Transition:
- Intimacy should begin to appear; caring about each other, the results,
the experience
Leadership:
- Problem Solving leadership most effective
- Take people's concerns seriously, give good and fair hearing by all
Stage 4 - Collaboration
Issues:
Largely mechanical; keeping process on track
Behaviors:
- Emergence of emotional energy
- Group is excited, energized
- Not uncommon for norm that everyone is equal to emerge
Transition:
- Recognition of individual strengths and weaknesses and their relationship
to group success
Leadership:
- Cheerleader leadership is most effective; supporter, encourager
Stage 5 - Interdependency
Issues:
Transition to the future; global issues; inter-connectedness to external world
Behaviors:
- People work to strengths and weaknesses
- Adopt corresponding tasks and responsibilities
- Questions of fairness recede
Leadership:
- Visionary leadership most effective
- Help group see what might be possible
Bill Braun
The Health Systems Group
- Physician Leadership Training
- Simulation Modeling for Healthcare
http://www.hlthsys.com
--Bill Braun <medprac@hlthsys.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>