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Topics—Leadership

Helping Groups Stay on Track

Few groups stick to their task for long. They usually don’t notice that they have wandered off. It's up to the leader to reel them back.

 

Groups meander off track in five basic ways. If you are in a group and notice one of these is happening, just say so. Because the pattern is unconscious, making it conscious is usually enough to pull the group back. Here are the five task-avoiding ways.

 

1. Rush to Action

The group grabs the first solution and runs with it. This happens before the group has really understood the roots of the problem, or before it understands the alternatives. This is very common if the first suggestion is made by the most powerful person in the room, or by the group’s leader. Rushing down the first path is common in all groups. As leader, or as a group member, try this:


"This is an interesting discussion, but before we go any further I wonder if we might step back and make sure we really understand the problem (or other possibilities). Are there any other ideas on what is connected to this problem, or other possible solutions? If it’s OK with you, I’d like to make a list of them before we look at any one in detail?"

2. Passivity

Have your ever led a group where the members sit quietly, waiting for you to tell them what to do? Although members may be very experienced, in the group everybody acts as if they know nothing. Getting participation or ideas from a passive group can be a real challenge. Sometimes, as the leader, you get pulled into talking too much. Then you feel even more frustrated. As the leader or facilitator you might say:


“You all know at least as much about this area as I do, but nobody is saying anything. You're letting me do all the talking. That's not right. Please help me with this."

 

3. Fight or Flight

Sometimes a group will act as if their problems are caused by someone, or by something (such as another department, or a regulation). The group will criticize or attack the person, or department, that is not in the room. By blaming others, it can be passive, as if there is nothing it can do. As member or leader, if you see this, you can help the group get back on track by saying:


“We seem to be talking about something that we can't do anything about. I wonder if we can get back to things that we can actually change."

If it is about another person or department: "Would someone like to invite them to join us?"

4. Pairing

You have probably been in a group where two people (usually the most senior person and a bright young star) do all the talking. Everyone else sits in the sidelines, acting as if these two people will come up with a good idea. (Curiously, if the pair does come up with a good idea, the others will usually kill it, either in the meeting, or later.) If you are part of the pair and you notice this you might say:


“I just notice that Ted and I have been talking for last 10 minutes, and the rest of your have been quiet. I'm sorry about that. If we do that again would somebody please call our attention to it. Thank you."

 

Often the pair is having such a good time together, they don't notice that they have taken over the group. Then it is up to another to say something. That can be difficult.

 

Saying, "I'm feeling left out of the discussion." might get the attack response "Well why don't you just join in." But to be more direct and say "A lot of us have been quiet and Nancy and you have been doing most of the talking. I wonder if it is time to open it up to others." might prompt anger.

 

You have to feel you way carefully with this. Sometimes you might be better not to address the pattern directly but just try to force your way into the conversation. Be careful. Breaking up a love fest, or a battle, is dangerous.

5. Togetherness

Members may feel they are a great group that can do anything. Members deny their differences, acting as though everyone likes everyone else. Everyone feels great and enjoys themselves, but they don't get much done. If you sense this, be careful not to sound like a party spoiler. You might try:


“I know we enjoy working together, and we are a great team. But we also have some real issues between us that we should discuss, even if it is difficult sometimes to put them on the table. Where might we begin?"

 

Definition—A Well Functioning Group