Intercultural communication teamwork and leadership/CCOM103/Groups, teams and leadership/Video signpost: Group management

View video – Raquel Dominguez: Five stages of group development. This brief video presents a visual summary of Tuckman’s small group development model. [1:07 min.] St

View video series – Ryan Guy’s Small Group Communication Lectures: Lectures 6-8. In video 6, Creative and Critical Thinking in the Small Group [15:28 min],  CC BY Guy notes the benefit of group work as a source of new ideas, both divergent and convergent. To make the best of everyone’s ideas, he suggests brainstorming and visual mind-mapping strategies to invite diverse ideas and stimulate creative thinking at the start of group work, and as the work evolves, shifting to critical thinking to support convergence of ideas in task completion. Guy provides a clear description of what critical thinking involves, and how important it is to avoid groupthink, i.e. automatically conforming to unconsidered opinions. He reminds that critical thinking is about challenging the issues the group is investigating, not the people in the group. In closing, Guy notes the important role of the facilitator in helping the group take sufficient time to work through these processes. In video 7, Group Problem Solving Procedures, [9:23 min.], CCBY Guy advises that, while many paths can lead to solutions, systematic paths tend to work better. At base, we need to define the problem to generate meaningful solutions, and consider task difficulty, participant interests, knowledge, and acceptance level of the solution by people who are affected by the problem. In video 8, Managing Conflicts Productively, [15:15 min.], CCBY Guy discusses methods of managing stressors between interdependent people. Communication, and critical thinking about self as well as others, are key. It can be difficult, but the process of working through issues often increases participant connection and group strength when people are willing to invest time and energy in negotiating differences. The goal is to see conflict as an opportunity to enhance critical thinking, and avoid blame about value differences. When people have different conflict management patterns, it can be more difficult. In this case, Guy’s advice is to reflect on how you impact others, recognize others’ views, respond with a spirit of inquiry to gain deeper understanding, and be willing to shift your perspective at least a little. He also discusses the interesting nominal and principled negotiation methods to resolve controversial issues, while respecting interpersonal relationships and support for mutual benefits.