pdc+++ module 1 class 3

& why do they fail so often?

Module 1 Class 3How do Groups

Function?

Class 1.3PDC+++

Programme M1.3 Groups

Cycles in groups (Communities & Teams)

Levels of Communication

Think & Listen

Leadership & Attacks

Various Kinds of Groups (VisionSupport, ActionLearning, StudyCircles, etc. ..)

“The truth will make us free

- but first it will make usdiabolically angry ...”

Scott Peck (1936 - 2005)

studied the growth phases in order to get to a ‘real community’ - in practice

E-Bookwww.Perma

CultureScience.org

CommunityCommunityScott Peck -

“communities are the first step towards uniting humanity & saving us from self destruction”

CommunitieCommunitiess

pseudocommunity chaos emptiness community

•forming storming norming performing

(note this does NOT result in a ‘community’ but in a FUNCTIONAL group)

Professional Professional GroupsGroups

TWO natural TWO natural successionssuccessions

pseudo-community forming

chaos storming

emptiness norming

real community performing group

Pseudo-community / Pseudo-community / FormingForming

can never directly lead to community

it is the job of the person guiding the community process to shorten this period as much as possible

members have ‘a good time’differences are hidden (people act as if they don’t exist)there is initial discomfort but nothing comes out in the openpeople insecure about their role & position

Pseudo-community / Pseudo-community / FormingForming

ChaosChaoswhen the honey-moon is over ... members give vent to their mutual disagreements & differenceswe realize differences cannot simply be ignored

chaos looks counterproductive, but it is the first genuine step toward community building



chaos storming

EmptinessEmptinesspeople learn to empty themselves of ego-related factors that are preventing their entry into community: the obsessions that prevent us accepting & listening to others.a painful step because it implies the death of a part of the individualbut this death paves the way for the birth of a new creature, the Community

NormingNorming

team members lay out rules & guidelines for interaction define the roles & responsibilities of each person



chaos storming

emptiness norming

real community performing group

agreed the rules, a functional environment is created between the members of the group a high level of professional commitment is created, the group works as a “cohesive whole”

transformed the emptiness, an empathy is created amongst the members of the groupa high level of tacit understanding is formed

people reach the maturity to “leave aside” strong feelings that slow down the work of the group (there are other more appropiate places where to ‘empty the ego’) discussions, even when lively, don’t get bitter motivations aren’t questioned

people can relate to mutual feelingsdiscussions, even when lively, do not become ‘embittered’ motivations are not questioned

ingredient for ingredient for CommunityCommunity

love is not a feeling, it is an activity & an investment.

He defines love as, "The will to extend one's self for the purpose of nurturing one's own or another's spiritual growth"

ingredient for ingredient for ProfessionalismProfessionalism enough maturity + passion for the

project to focus on the common activity & investment, rather than self

The will to extend one's self for the purpose of nurturing the common project’s growth

ingrediente x ingrediente x ProfesionalidadProfesionalidad

el amor / compromiso

pero el amor / compromiso como: " la voluntad de extender el propio ser con el fin de mejorar el propio ENTORNO y el de los demás (cambiar a LA SOCIEDAD)"

the path the path (COMMUNITY)(COMMUNITY)

the path to a real community can be summarized thus: a group of people voluntarily commit

themselves to not try to exert control of one another with hostility or ridicule or threatening exclusion but giving to others unconditional acceptance & respect. Only then will the members of the group be able to

talk openly & honestly.

the path the path (PROFESSIONALISM)(PROFESSIONALISM) the path toward a professional / functional team

could be summarized thus: A group of people voluntarily committ

themselves to be self-responsible & cooperate giving others PROFESSIONAL acceptance & respect (respect rules & roles) & WORK TOGETHER whenever needed. Only then will the members of the team be able to carry out their roles & functions without impediment, enjoying their personal initiative & creativity.

if neither is if neither is achieved ...achieved ...


chaos storming

emptiness norming

real community performing group OTHER failed group

the group separates

or goes back to the beginning (stays in the ‘pseudo-community)..

- - - - - - - - - - - - - - - - - - - - - - - - (adjustments)




Think & Listen



there is a whole science of communications ...

natural succession

Ken Lebensold

3 types of conversation:A) ANTAGONISTICB) BANAL C) CREATIVE

David BohmHarrison Owen

... >collective intelligence

A possible succession in conversations ?

tiempo

A) ANTAGONISTICB) BANAL

C) CREATIVE

plantas anuales

arbustos árboles pioneros

especies climax

maderas nobles

perennes y hierbas

G) GENIOUSF) FANTASYE) ELEPHANT

D) DISCHARGE

‘danger’ of conflict !!

A possible succession in conversations ?

A) ANTAGONISTICB) BANAL

C) CREATIVE

GroupsGroups4 Vision4 Vision

SupportSupport

some simple tools to facilitate “the qualitative jumps”

necessary in order to “MOVE UP LEVELS ”

(accelerate natural succession)

G) GENIOUSF) FANTASY

E) ELEPHANT

D) DISCHARGEC) CREATIVE

B) BANAL A) ANTAGONISTIC

Think & Think & ListensListens




Think & Listen



Think & Listens or T&EWe think a lot better when we have GOOD attention from othersWe need to discharge

(‘dump’) regularlyWe need close &

trustworthy relationships in order

to grow

Escucha= manos

x cariño2

“Emotional Air”or

“Vital Air”

We think a lot better when we

have GOOD attention

We need to discharge regularly

Escucha= manos

x cariño2

EcoEscucha.net

based in

www.rc.org close & trustworthy relationships

Think & Listens or T&E

Productive

Meetings Manual

http://www.rc.org/

we take turns of EQUAL time

to talk & listen (eg. 5x5)

listening INTENTLY, no judgement

all in a session is CONFIDENTIAL

ENCOURAGE discharge in the other (at least do not interrupt it)

if you can STUDY how to do it well

Pensamos mucho mejor cuando

tenemos BUENA atención

Necesitamos desahogar

regularmente

Escucha= manos

x cariño2

Think & Listens or T&E

Prevention PrinciplePrevention Principle

you can get busy at this level ...

... or go directly to this one

¿Mini-Max?




Think & Listen



LeadershipLeadership

LeadershipLeadershipimportant issue we will re-visit in M5there is much confusion associated with this ... for good reason being pro-active = being a leader !!a leader = facilitator, mover, an inspiring influence ...someone that takes responsibility for something working well leadership is necessary ... we need a lot more!

Groups ... stages for the Groups ... stages for the theatre of human dramas?theatre of human dramas?

“Nothing changes until it becomes what it is”

John Bradshaw




Think & Listen



Support Groupsvarious examples / types:

0) Think & Listen1) Action-Learning Groups2) Vision Support Groups

3) Study Circles4) those which you Design

PRACTICE?

Action-Learning Sets

“there is no learning without action&

there is no sober & deliberate action without learning”

(Pedlar 1997)

Kolbin order to learn something we need to work or process the information that we receive

The experiences we aquire, concrete or abstract, are transformed in knowledge (wisdom?) when we elaborate in some of these ways:

a) reflecting & thinking about them (reflexive student)

b) experimenting in an active form with the received information (pragmatic student)

According to Kolb’s model optimal learning

is the result of working with information in all four phases:

Design Cycle

Think/Reflect

Act

Observe

Design

Learning Cycle

Professor Reg Revans

particularly apropiate for professionals & directives

who have important problems with organizations

problems that are complex by nature, dealing with organization systems or issues of a context of practice

Where there are NO “expert solutions” already formulated

he identified two types of problems:1) ‘puzzles’ - or ‘closed’ problems

2) ‘open’ – complex problems where it is not clear if there are ‘correct’ solutions - there are many possible resolutions - THESE ARE THE MOST IMPORTANT ones

What we need are more people What we need are more people who specialize in the impossible who specialize in the impossible

......

5-6 people

commit to working together during some 6-9 months

meetings to ‘present’

a question or a problem

from one’s own practice

others encourage to deepen

one’s understanding

to reflect & re-evaluate

How they work

Start with being honest with one-self & others

Respect others & their points of view

Take responsibility for our own actions

basic values

PRACTICE?




Think & Listen



Vision Support GroupsAre a type of

Action-Learning Group

“The Path of Least Resistance”Robert Fritz

We choose a COMMON IDENTITY

decidehow much time for each, & the order

take turns with 3 roles:

1) time-keeper2) note-taker3) questioner

time-keepernote-taker

questioner

1) what is going well for me as a … (identity)

The four questions

2) what are my challenges as a …

3) my big vision as a …….

4) my next doable steps in the direction of my vision

Inspiration&

develop the Vision

think aloud

learn from others

solidarityend up with an action-plan

get back on

track

PRACTICE?




Think & Listen



Study Circlesborn in New York

in the 1870s

in 1915700,000 people were participatingin 15,000 study circles in the USA

Trade union organizers, cooperatives, etc. of the new Social Democratic Party

took the idea to Sweden.

3,000,000 Swedes today participate in 300,000 study circles

the majority of which are funded (but not controlled) by the government

Activists ...

being small, democratic & without ‘experts’

they can be adapted to any use

civic organizationsactivismbusiness

trade unionschurches

discussion groupgovernance

to educate & activate people about social issues

by encouraging people to formulate their own ideas

about the issues,

& share them with others ...

the study groups process helps to overcome the feelings of lack of information &

of inadequacy & lack of confidence

people often experience

when faced with complex problems

How they work

a meeting typically lasts 2 or 3 hours

directed by a moderator / facilitator (role: to support a lively but focused dialogue)

between meetingsparticipants read materials

which are distributed at the end of the previous meeting

1992 in USA, in Lima, Ohio

study circles about racial relationships - hundreds of people

so successful > participants created more waves of study circles

... in work-places, neighborhood associations & schools

> conference with 40 community leadersacross the Midwest (learned how to

create community dialogue about race in their cities)> national movement

PRACTICE?




Think & Listen



Sharing Food

Learn by Doing

Presentations

New Connexions

Play!!

Play + Excercise ...

Discharge

Celebrate

milestonesritualsetc.

Support

Build Together

PermaCulture Courses

Sustainability Training

EcoBusiness Support

Source of INSPIRATION

Support Group

A door into an International Community / Support for Projects

Follow-on structures (action-learning, diploma,

etc.)

Personal Life-Changes

MULTI-FUNCTIONprinciple

(& Stacking)10+ functions!

Improve a Site / Weave the Network

PRACTICE?

OTHER types of Groups

Study WHAT results they have (in PRACTICE)

& how they are designed

eg.

12 Step GroupsWomen’s Groups, Parents Support

Groups, Youth Groups, health (various conditions eg. candida), Therapy

Groups, etc.

PRACTICE?

Think in terms of RESOURCES

what people NEED

& how to create LASTING & FERTILE connections

& why do they fail so often?

Module 1 Class 3How do Groups

Function?

Class 1.3PDC+++

pdc+++ module 1 class 3

Technology