Anyone who is a leader or member of a group and wants to get things accomplished knows that there are many issues and challenges that groups commonly face as they seek to find creative solutions, launch new initiatives, and create high performing teams.
The Book Leading Groups to Solutions addresses how team leaders and team members can collaborate, problem solve, plan, organize, and make decisions by exploring models and tools that enable facilitators to help groups achieve their goals.
This book is not about meeting management, nor is it about how to present or speak in front of a group. It is not about how to train or teach people, though this can be part of the process.
This book is about the collaborative process of building consensus, creating synergy, and harnessing collective energy to create innovative solutions. The practical ideas guide group facilitation through combining the best individual thinking into one focused effort and creating shared commitment so that the implementation of solutions is supported and sustained long term.
With 55 combined years of experience, in research and client work, we’ve observed group facilitation and behaviors in many situations and have learned a few things about what makes an effective team. We also put our own facilitation skills and process to the test as we discussed, debated, and argued the merits of various approaches and theories. Even the writing and editing of the book required that we “walk our own talk” as we resolved differences, defined priorities, and created a coherent message.
We believe that the principles and suggestions in this book will help everyone who spends time in teams. Whether leading, participating as a team member, or both, you will find that this book provides a practical framework for facilitating effective teams.
“A solution is the result of many ideas coming together.”
Courage And The Agony Of Coaching Employees
Coaching employees on sensitive and personal topics like performance or contribution to the organization can be as difficult and agonizing as telling a young son or daughter about sex for the first time. You end up playing the same mental games in your head over and over again: “What should they be told? How much do they already know? (Or how much do they want me to think they know?) How much detail should I go into?” If you are unable to answer any of these penetrating questions, you tend to put the task off for another six months. Eventually, you discover the harsh reality that there is very little they are unaware of, but a lot they don’t know.
The Survey Feedback Process for Organizational Development and Change
THE PURPOSE OF SURVEY FEEDBACK:In globally competitive environments, organizations are seeking information about obstacles to productivity and satisfaction in the workplace. Survey feedback is a tool that can provide this type of honest feedback to help leaders guide and direct their teams.
Executive Coaching and Effective Learning
We’ve all been through training events—workshops, seminars, and courses that didn’t affect our behavior as much as we would have preferred. And while each provides valuable information and tools for increased productivity, most of us also understand what happens after the workshop is over. We return to our work, our offices, our lives—and the principles we learned are swept aside by a tidal wave of meetings, projects, and commitments. If we’re motivated, we find a moment to reflect on and consolidate a couple of relevant points, but industry studies show that most new learning is lost within a few days of the event—as much as 90% in some cases. So what’s the solution?
