Comments on: Four Tips For Leading The Willful Group http://www.cmoe.com/blog/four-tips-for-leading-the-willful-group.htm a podcast & blog by CMOE consultants Fri, 20 Jan 2012 19:05:34 -0700 http://wordpress.org/?v=2.8 hourly 1 By: Spencer http://www.cmoe.com/blog/four-tips-for-leading-the-willful-group.htm/comment-page-1#comment-2253 Spencer Tue, 07 Apr 2009 20:18:01 +0000 http://www.cmoe.com/blog/four-tips-for-leading-the-willful-group.htm#comment-2253 This was a great piece. The team dynamic is very complex. Depending how the group is structured and how power is distributed will ultimately be the driver as to whether or not the group or team will reach their objective. There are also other factors to consider. For example, is this group or team assembled for a single project or as an ongoing collective? let's consider the group that is task or assignment specific. In this instance the group has been given one primary objective. Most group-driven issues begins with something as simple as establishing an agenda, map, or even the series of task-driven adjectives that will lead to the goal of completing the assignment. Within these dilemmas lie time-frame, the period of assimilation, and political forces tugging at the members within the group. In sum, the group will not move at any measurable speed until a process and hierarchy is established. Also to be considered is the reality that unless the group elects an leader or a unbiased facilitator is assigned to the group the group will find it very hard to stay on task. However, with this said, there are groups that work very well together. Successful outcomes are predicated on the member's ability to quickly identify each member's strengths and weaknesses. Whether or not a leader does emerge can be secondary if the collective can find a process of "delegating to a person's strengths." There is much truth in your comments about not getting discouraged. In most instances, especially when the group is being monitored for progress by the organization's leadership, groups do reach their objectives. The pitfall then rests in whether or not all of the people contributed. Group process is also a festering ground for broken relationships, hard feelings, and political back-stabbing. This was a great piece. The team dynamic is very complex. Depending how the group is structured and how power is distributed will ultimately be the driver as to whether or not the group or team will reach their objective. There are also other factors to consider. For example, is this group or team assembled for a single project or as an ongoing collective? let’s consider the group that is task or assignment specific. In this instance the group has been given one primary objective. Most group-driven issues begins with something as simple as establishing an agenda, map, or even the series of task-driven adjectives that will lead to the goal of completing the assignment. Within these dilemmas lie time-frame, the period of assimilation, and political forces tugging at the members within the group.

In sum, the group will not move at any measurable speed until a process and hierarchy is established. Also to be considered is the reality that unless the group elects an leader or a unbiased facilitator is assigned to the group the group will find it very hard to stay on task. However, with this said, there are groups that work very well together. Successful outcomes are predicated on the member’s ability to quickly identify each member’s strengths and weaknesses. Whether or not a leader does emerge can be secondary if the collective can find a process of “delegating to a person’s strengths.”

There is much truth in your comments about not getting discouraged. In most instances, especially when the group is being monitored for progress by the organization’s leadership, groups do reach their objectives. The pitfall then rests in whether or not all of the people contributed. Group process is also a festering ground for broken relationships, hard feelings, and political back-stabbing.

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