Greetings,
What follows is an article I first wrote in 1975 and have periodically updated based on my experiences as a serial entrepreneur, CEO, business consultant, coach and trainer. In addition, I have worked with 36 colleges and universities, Fortune Global 100 organizations and groups as small as 10 persons. The life cycles are similar regardless of size or organization type. I hope you can learn and profit from what I’ve observed and handled.
Life Cycles:
In my experience, groups of two or more people in any group or organization exhibit predictable life cycles. A life cycle begins when the group’s members first meet, and end with the members drifting apart or rapidly break-up. In most cases the life cycles are characterized by steps, or distinct changes in both individual and the group’s behavior, linked to specific activities and outcomes. Some steps have a short duration, while others take longer to unfold and run their course.
Variables:
Individual and group performance is affected by a large number of things such as:
• Activities
• Interpersonal relationships
• Work experiences of the members
• Roles, responsibilities, authorities and tasks of each individual
• The physical location of the people involved
• Communication tools and methods used to be in contact with each other
• Frequency and depth of communication,
• Organizational structure,
• Goals, work methods and procedures
• Leadership span of control
• Past and current relationships
• Expectations
• Financial considerations
• etc.
Get it Right the First Time:
Whether you are a team leader, supervisor, manager, “C” Level executive or some other responsible authority, if you are promoting, selling, planning, organizing, directing, leading or controlling activities and performance of people, an accurate assessment of the current life cycle step is necessary and crucial.
Risk and Loss:
Failing to accurately deal with the current life cycle will result in communication problems; wasted effort and resources; fear, anger, resentment or sabotage; loss of members; missed goals, cost overruns, and aborted projects/programs.
Typical Group and Organization Life Cycles:
1. Start-Up - The group or organizational leader evaluates and recruits qualified members, describes the task, purpose, goals, expectations, authorities and responsibilities, work rules and process. Individuals agree to join the effort and work as a team. The leader or a designated training authority provides the training and live practice needed for the individual members to join the team, learn their part and perform as a motivated unit.
2. Dependence - The group, organization leader or designated trainer develop members to routinely do what they are supposed to do. Together they learn the skills and responsibilities of the task to be performed; evaluate actual performance; troubleshoot situational issues, and provide support needed to create reliable group or organizational performance. The members learn to trust the leader and become dependent on the leader for performance feedback and recognition.
3. Counter-Dependence - Informal leaders begin to emerge within the group and some may experiment with training program short-cuts, different roles, and changes in the rules and/or work process. Group performance falters as some individual members alter their expectations, lose their concentration and go “off task.”
4. Resolution of Authority - The formal leader reinforces their authority; the membership and leadership resolve their differences and everyone re-commits to the task. Trust is re-established and the process gets back “on task.”
5. Enchantment - Members focus their attention on individual responsibilities, performance, and quality of work. There is a merging of attention and action – time seems to fly by. Activities are changed to achieve desired outcomes. Informal leaders and members become enthusiastic and begin promoting the group and process to other people. The members function and perform as a team.
6. Disenchantment - Members become distracted, lose their concentration and discover that the process doesn’t always work; goals are missed, members become discouraged and wonder if they should be doing something else.
7. Interdependence - The formal and informal leaders push and encourage members to become a true team through a re-commitment to the purpose, tasks and mutual expectations. They re-establish open interpersonal communication, co-operation, problem-solving methods and problem avoidance to achieve intended results.
8. Stagnation - Needs, desires and interests of members are no longer being met so attention, interest and focus begins to wander; the formal leader’s authority is challenged, individual and motivation diminishes and performance falls-off.
9. Rejuvenation - The formal leader re-energizes the group, new informal leaders emerge to support the group’s efforts, new goals and objectives are set, the group embraces new opportunities and performance improves.
-OR-
9. Finish or Closure - The process slows as communications become infrequent or off-topic, leaders and members drop out of the group and then the process stops. The group and tasks are abandoned.
Summary:
Savvy leaders, managers and business coaches watch and track individual behavior, group performance and overall teamwork to determine which life cycle step is active, which step is coming next, and what to do about it. They also know which leadership tools and techniques to use to achieve desired results.
Do You Want to Know the Secrets?
If you want to know which leadership and management tools to use in a given situation keep watching over the next 12-18 months and I will disclose secrets that will save you from missed opportunities, business failures, career ending disasters and more.
Can you really afford to wait? Why not do it now?
If you want to “Cut to the Chase” and learn today what you need to do at each step of the process please contact today and I will teach you the basics what you need to know during affordable paid private couching sessions with rates starting at $99.00 per session. Advanced coaching will cost more but return massive ROIs.
Cheers,
Jon Taber
email: jontaber.author@gmail.com
I help people survive, thrive and achieve their dreams. I specialize in helping them diagnose their present situation and showing them how to leap the gap from “getting by” to “ethically getting ahead, NOW!”
My team and I help clients improve their work roles and performance; relationships; products, services and careers. Most clients are in the high-tech, entertainment, lifestyle, communications, social media, health and medical services fields where they can influence millions of people, worldwide. Most would say after working with me that their lifetime earning capability and satisfaction has increased more than they could ever imagine.
I do these things as President of Blue Pie Productions USA, a new media music and entertainment company; CEO and President of Blue Vault Digital USA, a software development company; Chairman of Ordior, a communications company; Chairman of GravityStars, an extreme sports and musical entertainment company; Founder and President of Magic Blue Property USA, a property development company.
I'm also an author, publisher, coach and public speaker.
I’ve been a “disrupter” (I shake-up the status quo) and a key leader for 50+ years.
Success has not always been easy. I’ve encountered my share of life’s challenges including a few business failures, bankruptcy, loss of loved ones, life-threatening health issues and other problems. Regardless, by applying all I’ve learned I’ve survived and recovered from every setback. Each recovery resulted in me thriving and achieving so much more. Today I’m more healthy, energetic and resourceful than at any other time in my life. I workout daily, take no meds and have the stamina of someone in their 20s.
My first leadership opportunity came at age 15 as an Explorer Scout and I’ve held dozens of key leadership roles since then. In addition I founded and been the CEO of 15 companies in over 12 industries. I was also a guest lecturer and seminar leader at 36 colleges and universities and speaker at dozens of business and professional conferences and workshops. In those roles I conducted more than 360 presentations about improving leadership and interpersonal communication skills for thousands of people.
Another role I’ve played was that of a licensed hypnotherapist for 17 years, helping people deal with life’s challenges using powerful mind altering techniques.
On a more personal note, I was married for 42 years to my high school sweetheart, who died in 2008. We had two wonderful children, Suzanne and Stephen, who are in important leadership roles and who have spawned numerous grandchildren. I’ve very proud of all of them.
If you want to leap the gap from “getting by” to “ethically getting ahead, NOW,” send an email message with your contact details to: jontaber.author@gmail.com. I will respond within 24 hours and I will find a way to help you survive, thrive and achieve your dreams.