Extraordinary Groups Overview

EXTRAORDINARY GROUPS: How Ordinary Teams Achieve Amazing Results

with Geoff Bellman and Kathleen Ryan Bellman/Ryan © 2009

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Recall an extraordinary experience with a small group about which you might have exclaimed: Amazing! Profound! Moving!

Surprising! Exceptional! Magical! --and--

What allowed that experience to be so special?

Bellman/Ryan © 2009

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Our questions • Why do some groups achieve amazing results while most others do not? • What do extraordinary groups have in common that sorts them from the rest? • How might we create these terrific results more often? Bellman/Ryan © 2009

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Our Field Study • • • • • •

Sixty groups of 2—20 Work, volunteer, personal life Self-identified as “extraordinary” Interviews with 1—3 members each 1.5—2 hour telephone interviews Set of open-ended questions

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Impact of Amazing Group Experiences • All (but two) declared great intangible results and being positively changed • Ten people declared the experience “life changing” • 70% had great tangible results • Of the groups that sought tangible results, 39% saved or made significant amounts of money

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Intangible Results • • • • • • •

Learned about one’s self Gained or deepened knowledge/skills Applied to other parts of life Built new or strengthened relationships Increased pride Heightened self confidence Greater sense of community

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Tangible Results • • • • • • •

Library built Software developed Research completed Conferences held Strategies planned Beach cleaned Micro-credit extended • Equipment moved • Lives saved

• Political candidates screened • Championships won • Market share gained • Military missions accomplished • Successful int’l internships • Cargo transported • Millions $$$ saved

Bellman/Ryan © 2009

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Why Groups Are Important Now • • • • •

Individuals cannot relate to organizations Organizations cannot relate to individuals It’s a matter of scale Groups are the way work gets done Individuals can relate to small groups

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Eight Performance Indicators 1. Compelling Purpose

5. Embracing Difference

2. Shared Leadership

6. Unexpected Learning

3. Just-Enough Structure

7. Strengthened

4. Full Engagement

8. Great Results

Bellman/Ryan © 2009

Relationships

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Six Core Group Needs  Accept one’s self while moving toward own Potential  Bond with others while pursuing common Purpose  Understand Reality of the world while making an Impact

Bellman/Ryan © 2009

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ACCEPTANCE: Knowing and appreciating myself for who I am.

I know who I am and what I bring—strengths and weaknesses. I can express who I am to myself and others. I accept myself for who I am right now. Bellman/Ryan © 2009

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POTENTIAL: Sensing and growing into my fuller and better self.

I sense that I could be more. I am drawn to my possibilities. I want to learn and grow. Bellman/Ryan © 2009

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BOND: Connections among us that create a shared sense of identity and belonging.

We create a safe space for each other. We know who we are together. We each play our parts.

Bellman/Ryan © 2009

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PURPOSE: The reason why we come together.

We are committed to a common purpose. We influence each other. We count on each other. Bellman/Ryan © 2009

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REALITY: Understanding and accepting the world as it is and how it affects us.

We are alert to the world around us. We are intrigued with our world. We accept our reality. Bellman/Ryan © 2009

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IMPACT: Our intention to make a difference and our readiness to act.

We want to make our world better. We need each other to make a difference. We are powerful together. Bellman/Ryan © 2009

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Transformation is a fundamental shift in individual perception that accelerates behavior change and personal vitality.

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Four Feelings at the Heart of Transformation Energized ! Connected ! Hopeful ! Changed !

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Did this experience energize you or your group? Do you feel more deeply connected to your group or the world around you? Are you more hopeful about yourself, your group, or your world? Do you feel changed by this experience? Bellman/Ryan © 2009

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Transformation •Is a Heart-felt Experience •Happens One Person at a Time •Seldom Happens Simultaneously to an Entire Group •Is Personal •Is Not Guaranteed •Can Be Encouraged Bellman/Ryan © 2009

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Bellman/Ryan © 2009

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Meeting Group Needs • Acting based on these needs leads to new options • Meeting the six needs makes results and transformation more likely • There is no formula/recipe/guarantee • Why not give this a try?

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EXCEPTIONAL RESULTS

FOUR TRANSFORMATIVE FEELINGS

EIGHT PERFORMANCE INDICATORS

SIX GROUP NEEDS

INSTINCTIVE HUMAN DRIVES

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Use Model to • • • • • •

Draw out individual and group aspirations Design a meeting or event Review recent or current group experience Coach others in work and life Introduce new concepts and language Clarify the array of outcomes possible

Bellman/Ryan © 2009

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Use Model to • • • • • •

Frame questions about a group’s work Diagnose a group or organization Create a compelling place to work Design an organization for group success Frame a common model of group leadership Maintain personal focus in your work and life

Bellman/Ryan © 2009

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Geoff Bellman’s Books…  Extraordinary Groups. (w/K. Ryan) Jossey-Bass. 2009.  The Consultant’s Calling. (2nd ed.) Jossey-Bass. 2002.  Getting Things Done When You Are Not in Charge. (2nd ed.) Berrett-Koehler. 2001.  The Beauty of the Beast. Berrett-Koehler. 2000.  Your Signature Path. Berrett-Koehler. 1996.  The Quest for Staff Leadership. Scott-Foresman. 1986.

Bellman/Ryan © 2009

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Kathleen Ryan’s Books…  Extraordinary Groups. (w/G. Bellman) JosseyBass. 2009.  The Courageous Messenger. (w/Oestreich & Orr) Jossey-Bass. 1996.  Driving Fear Out of the Workplace. (w/Oestreich) Jossey-Bass. 1991.

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www.extraordinarygroups.com Bellman/Ryan © 2009

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