Group Dynamics for Organization
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
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
References: http://ezinearticles.com/?Six-Steps-to-More-Effective-Teams&id=2612901