Session Four– Group Process & Trust
During Session 4 we discussed Group Process and Trust. With Group Process, we began understanding how groups come together and work. We also reviewed the Trust Equation. We started with exploring distrust, what it looked like, and betrayals and breaches and then moved into the positive benefits of Trust.
We checked in regarding your comparison of the MBTI self-selection versus the formal report you received. I also sent you the type in organisations booklet, which will be fantastic for reading more about your TYPE and your colleagues. A great website is available that provides a very good free MBTI overview. Here is the link https://www.humanmetrics.com/personality You might encourage your staff and colleagues to take the assessment and then have a conversation about similarities, differences, and how you can be more effective working together.
In a quick review of your Leadership Brand, we discussed where you were up to in crafting your tagline. In the process of being unable to get the information on the website. I kind of lost sight of that. We will check in with that next year.
Regarding Group Process, we watched a video illustrating the stages that groups go through, forming, storming, norming, performing, and adjourning. The video was a captioned version of the Fellowship of the Ring. It was such a great illustration of the stages a group goes through. Unfortunately, there was no sound, so I put the YouTube link onto the website so that you can view it directly. You might like to go review the video with full sound!
We identified that storming (or conflict) occurs quite early in forming a group or a team. The leader’s capacity to work through conflict in a meaningful way will often act as an indicator of performance. There are stages in conflict: Discomforts, Incidents, Misunderstandings, Tension and finally, Crisis. Early intervention, or, very simply put, connecting, and having a conversation with an individual or a group about what may be happening for them, can significantly diminish any conflicts that may arise. Dealing with conflict at this stage settles the team, creates a greater connection to the team and diffuses potential conflict. I think one of the other benefits is that it demonstrates effective management of the group.
Be aware that all groups, whether intact teams or temporary teams, will go through the stages of Group Process. This also applies when a new member joins a team.
In our discussion, a question arose about the threshold for dealing with conflict. A very meaningful discussion about the possibilities ensued. I have suggested what I call the Rule of Three. The first time you see a conflict within a team or even an individual, you observe and make a mental note. The second time you see it, curiosity says I noticed this before; what might be happening to that person. Make the second mental note. The third time you see it, you connect and engage in a conversation to explore what might be happening.
This approach balances your intervention by not acting too quickly or not acting too slowly. You may find it worthwhile to set up a ground rule within a group or team regarding how they might want to manage and/or resolve conflict. If this is done. It provides a great framework for having conversations when there is a sense that the team or the group may be experiencing some tension.
Discussion about MBTI – Self Assessment vs Formal Report.
Forming Storming, Norming, Performing and Adjourning as illustrated by the Fellowship of the Rings example.
We moved into reviewing Trust. However, we started with exploring distrust and what distrust might look or feel like. When asked the question. Have you met someone you simply did not trust, and how did you know you could not trust that person, a great conversation ensued? It included elements of gut feelings based on experience and inconsistent behaviours, and the group’s view was to ask questions and ask more questions.
Another perspective said that what the person says may not be realistic, depending on your experience. In exploring, do we give trust or must trust be earnt and what happens if it is broken, a great point was made about the power of the leaders influence and a reminder that situations can also be a self-fulfilling prophecy.
An example around tasks and meeting deadlines was discussed, with the outcome being that if somebody missed a deadline three times, you would have to question the reliability. Therefore, the trust may have been broken.
It is important to trust your gut feelings. However, learn to validate them. Trust is a potent driver for individual connection and within organisations. A strong foundation of trust. The basis of psychological safety.
Remember, Distrust is Toxic.
A saying from the group was that: Trust but verify seems, to be a sensible approach.
Intro to Session 4b
Group Process ( Content vs Process)
Intro to Session 4c
Trust – Distrust
Intro to Session 4d
Trust & Wrap
Slide Deck – Xecellence Session 4
Review the session videos you may have missed. If you have been away, check in with your buddy, and they will update you on the session.