Session One – Xemplary Leadership Pt 2

We commenced the session by reflecting on what you had changed or done differently, and it was a very beneficial discussion that led to a conversation around Group Process. It is usually referred to as Tuckman’s Group Development (TGD), which has the following components, Forming, Storming, Norming, Performing and Adjourning. All groups go through these stages to varying degrees.  TGD identifies that conflict usually occurs quite early when groups come together. I suggested there could be some value in discussing this with a group to determine how the group may want to handle conflict.

The other key point that came up was Decision-making. Deciding how decisions will be made within a group can be very beneficial. For example, will decisions be made by consensus, or will majority rules?

Although how to handle conflict and make decisions are relatively small in the grand scheme of things, they can significantly impact the effectiveness of the team. I have always thought it beneficial to have these conversations upfront. While the group is forming,  rather than wait till conflict arises or a decision is not fruitful or agreed upon as you would have liked. If you’ve had those discussions and agreements as part of your group norms, it can help move the group along enormously.

Group Development

 Session Commentary

We did speak about connecting with your buddy and shared a giggle that you had lots of good intentions but time slipped away from you. I can only encourage you to try and build that connection and that relationship. Having said that, moving forward, when anyone misses a session, I would request the buddy give you the overview of the session topics and discussions were about. As they say, when you must teach it to someone, you tend to pay more attention to learning the subject matter.

We then moved into the remaining three of the 5 Practices of Exemplary Leadership: Challenge the Process, Enabling Others to Act and Encourage the Heart.

Our discussions were particularly useful, and one key point that came out with challenging the process is the way in which mistakes are responded to. There was a realisation that people do make mistakes and we can either encourage learning or discourage individuals by how we respond. We also saw the video with Prof Linda Hill from Harvard Business School talking about innovation, engagement, diversity, agility, and learning. We liked the ‘slices of genius’ description. That is to say that everybody brings something unique and value to the group and she refers to this as slices of genius.

We then went on to talk about ways in which you can create an environment to and become comfortable in Challenging The Process.

We attempted a whiteboard activity about Enabling Others to Act, which logistically didn’t work out quite so well, so we brought that activity back to a general discussion.  We had a great discussion about trusting team members so that they build inner confidence recognising if you give trust then in all likelihood you are gaining trust.

We talked about what we did outside of work about Encouraging the Heart. Which is very much about continuing to build relationships in the workplace. One of the interesting things. It was wonderful to discover what you liked doing out of work. It adds to know a person a little more. It is not the intention to pry or to invade someone’s privacy, yet it does help to understand where someone else is coming from and what makes them tick.

It is beginning to surface that people are feeling the loss of intimacy or informality of meeting people in the workplace, sitting in a lunchroom chatting or getting a coffee together. I’m not sure we can ever gain that in a virtual or hybrid environment. Yet, with some of the conversations we had about strategies you put in place, you will create the very best type of connection you can within the environment that is available. Those things are, touching base regularly, not always talking about work, and inviting individual and group chitchat. Sometimes these may seem irrelevant when you’re under the pump to get something completed yet. I can only encourage you to make time, and  I referred to Stephen Covey’s work which said, ‘you can be efficient with paper, you need to be effective with people.‘ One of the greatest things you can give people is your time. It is a worthy investment in building great relationships at work.

This video introduces Session 2 pt2.  We discuss the Tuckman’s Group Process (TGP), obtaining agreement about Conflict and Decision-making. We also spoke about meeting up with your Buddy and how, moving forward, if you miss a session, you need to meet with your buddy who will take you through the Session Information. [28:04min]

In this video, we discuss Challenge the Process [28:04min]

Harvard Business School, Professor Linda Hill being interviewed about ‘Where will we find tomorrow’s leaders [08.40mim]

We begin exploring the remaining two Practices of Exemplary Leadership: Enable Others to Act and Encourage the Heart.  Great discussions were had on both subjects.[47:43min]

EQi-2.0 Overview. Introduction to the EQ Model and Report Format [32:44min]


  • Review the session videos to refresh your mind
  • Connect with your Buddy. If you were absent please ensure you connect with your Buddy to discuss the Session 2 content
  • Start thinking about your Personal Leadership Brand.
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