It is important to understand group dynamics in the business world because most businesses require that in order to function large numbers of employees must work together in order to achieve goals for the organization. Groups can take many forms. We will examine different types of groups and how they are designed. Group designs are based on the following principles: Introspection. Engaging in self-evaluation and a gap analysis of one’s leadership profile with peers adds a special dimension to this critical facet of the development process.
Emotional intelligence. Ultimately, executive development is about augmenting candidates’ emotional intelligence to manage their emotions and actions better, as well as those of others. Reflective data mirroring. A highly reflective data mirror is the best way to augment candidates’ emotional intelligence as it provides instant, candid feedback to an executive candidate about his or her strengths and weaknesses. Putting findings from emotional intelligence testing and 360-degree feedback to practical use within a “live” interpersonal setting adds a beneficial component not available within the framework of one-on-one coaching. Leadership competence and performance management.
A strategically oriented leadership competency model is a powerful device for steering leaders’ behaviors toward the organization’s best practices. A group design should chronicle the core development objectives for the individual candidates and the group, and roll them into the organization’s performance-management system. Collective learning. The most conspicuous advantage of a group-based leadership development process is the fertile potential it has for creating real-life, real-time “learning and development moments.”
The value of colleagues challenging one another with penetrating questions to generate innovative thinking, creative yet practical solutions and actionable learning is incalculable. Are groups OR individuals more effective in work environments? In order for groups to become truly effective teams I believe organizational leaders can take six important steps, including: Organize cross-functional teams based on the different and specific skills and abilities of each member. You don’t want to create teams where the individual members of the teams have multiple members with the same exact skillsets.
This will lead to some teams having problems functioning within their own teams. Some teams will lack certain skillset individuals which may be necessary to perform some tasks to complete the overall objective. Other teams who have multiple individuals with the same skillset may experience conflict of which individual team member has the best idea to fulfill that skillset. Balancing the teams from the beginning with the best diverse cross set of talents will be critical to achieve each teams overall objectives. Establish clear team goals and boundaries.
Teams that do not define what their goals and objectives are right from the start are doomed to failure. Groups may wander and discuss ideas from now till forever unless they provide themselves with a concise list of objectives and timelines in which they must reach each objective until they are finished with the entire list. Provide their teams clear authority and autonomy to organize their work and accomplish their goals. Set a realistic but definite time frame to accomplish their goal in order to motivate and drive the team to outcomes.
Support their teams by providing all necessary resources to accomplish their goals, including; training, budget and organizational access necessary for the team to accomplish their goal. Reward and recognize the team as a whole and not as individuals. Good leadership recognizes that people need individual recognition so that they can feel like they are successful as an individual and can also contribute as part of a group. What is Group Cohesiveness?
A formal definition of group cohesiveness is, ” the resultant of all the forces acting on members to remain in the group.” In other words, group cohesiveness is the ‘stick togetherness’ of the group, its peanut butter. Group cohesiveness provides the bonds that hold a group together. There are many benefits to group cohesiveness. Here are just some of the general benefits of having a group that ‘sticks together’ :
The communication within the group is much more extensive. In other words, people who like each other communicate better and more often with each other. Groups that are more cohesive have positive interactions with one another. People are more friendly and there is an increased feeling of the group as a whole.
As a result, the group acts as a whole not as individuals. A group that has a high level of group cohesiveness is much more successful in achieving their goal. The feeling of togetherness in the group motivates members to achieve the desired objectives of the group so their efforts increase. The members in groups that are cohesive are much more satisfied with that group. As a result, they are more willing to stay in the group longer and often recommend the group to others. Are leaders an important aspect of groups?
In almost every group environment, there will automatically be one or more individuals of that group who will emerge as a leader and/or take on key leadership roles in order for the group to function and achieve the groups overall objective.
A group trying to solve a list of problems or achieve a list of objectives will tend to meander along in multiple directions without any real achievement towards the objectives in mind, unless some leadership takes place which will help coordinate and keep the entire group on course towards completion of the groups objectives. Why are teams more effective than work groups in certain situations? Identify these situations where teams are more effective than work group and provide examples. References: