Page 131 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Organization Change and Development

Notes Group Norms and Growth

Especially if a group of people works together over a period of time, it develops group norms
or standards of behavior about what is good or bad, allowed or forbidden, right or wrong. There
may be an explicit norm that group members are free to express their ideas and feelings,
whereas the implicit norm is that one does not contradict the ideas or suggestions of certain
group members (usually the more powerful ones). The process consultant can be very helpful in
assisting the group to understand and articulate its own norms and to determine whether those
norms are helpful or dysfunctional. By understanding its norms and recognizing which ones are
helpful, the group can grow and deal realistically with its environment, make optimum use of
its own resources, and learn from its own experiences.

Leadership and Authority

A process consultant needs to understand processes of leadership and how different leadership
styles can help or hinder a group’s functioning. In addition, the consultant can help the leader
adjust her or his style to fit the situation. An important step in that process is for the leader to
gain a better understanding of his or her own behavior and the group’s reaction to that behavior.
It also is important that the leader become aware of alternative behaviors.

Example: After gaining a better understanding of his or her assumptions about human
behavior, the leader may do a better job of testing and perhaps changing those assumptions

Individual Interventions

These interventions are designed to help people be more effective or to increase the information
they have about their “blind spot” in the Johari Window. Before process consultants can give
individual feedback, they first must observe relevant events, ask questions to understand the
issues fully, and make certain that the feedback is given to the client in a usable manner.

The following are guidelines for effective feedback:
 The giver and receiver must have consensus on the receiver’s goals.
 The giver should emphasize description and appreciation.

 The giver should be concrete and specific.
 Both giver and receiver must have constructive motives.
 The giver should not withhold negative feedback if it is relevant.
 The giver should own his or her observations, feelings, and judgments.

 Feedback should be timed to when the giver and receiver are ready.
Group Interventions

These interventions are aimed at the process, content, or structure of the group. Process
interventions sensitize the group to its own internal processes and generate interest in analyzing
those processes.

Interventions include comments, questions, or observations about:
 Relationships between and among group members.
 Problem solving and decision making.

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