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EXTRAORDINARY GROUPS: How Ordinary Teams Achieve Amazing Results with Geoff Bellman.

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Presentation on theme: "EXTRAORDINARY GROUPS: How Ordinary Teams Achieve Amazing Results with Geoff Bellman."— Presentation transcript:

1 EXTRAORDINARY GROUPS: How Ordinary Teams Achieve Amazing Results with Geoff Bellman

2 Note your answers to these questions: #1. What do you hope for when joining a group? List three hopes. Think of the most extraordinary group you’ve ever been part of… #2. What did that group do that help make it so fantastic? List three actions. #3. How did the group feel because of what they did together? List three feelings.

3 Kathleen Ryan & Geoff Bellman

4 Bellman/Ryan © 2010 Our Starting Questions:  Why do some groups achieve amazing results while most do not?  What do extraordinary groups have in common that sorts them from others?  How might we create these terrific results more often? 4

5 The Field Study  Sixty groups of 2-20  Work, volunteer, personal life  Self-identified as “amazing”  Interviews with 1-3 members  1.5 to 2 hour phone interviews  Open ended questions and stories Bellman/Ryan © 2010 5

6 An Extraordinary Group… Achieves outstanding results while members-- individually or collectively-- experience a profound shift in how they see their world. Bellman/Ryan © 2010 6

7 Why Groups Are Important Today  Individuals cannot relate to organizations  Organizations cannot relate to individuals  Individuals can relate to small groups  Smal groups are the way to get things do ne Bellman/Ryan © 2010 7

8 8 Eight Performance Indicators 1.Compelling Purpose 2.Shared Leadership 3.Just-Enough Structure 4.Full Engagement 5.Embracing Differences 6.Unexpected Learning 7.Strengthened Relationships 8.Great Results

9 Groups in Human History  200,000+ years of living in groups  5,000+ years of large organizations  Survive together, perish alone  Genetically informed to group  Groups are our natural unit of work Bellman/Ryan © 2010 9

10 10 Six 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

11 Bellman/Ryan © 2010 11

12 ACCEPTANCE: Knowing and appreciating myself for who I am. POTENTIAL: Sensing and growing into my fuller and better self. Bellman/Ryan © 2010 12

13 BOND: Connections among us that create a shared sense of identity and belonging. PURPOSE: The reason why we come together. Bellman/Ryan © 2010 13

14 REALITY: Understanding and accepting the world as it is and how it affects us. IMPACT: Our intention to make a difference and our readiness to act. Bellman/Ryan © 2010 14

15 And there is more…

16 Beauty: Wonder, Healthy, Vibrant, Sweet, Rare, Lovely Discovery: Innovative, Rare, Audacious, Daring to Dream Possibility: Positive, Hope, New, Pushing to Limits, Magical Power: Enabling, Empowering, Confidence Self: Natural, Worth, Awareness, Best, Higher, Alive Challenge: Difficult, Problems, Irritating, Hard Work, Intense Rewarding: Appreciation, Recognition, Fulfilling, Results, Win Fun: Hilarious, Crazy, Good Time, Play, Happy, Laughter Bond: Community, Tribe, Social, Unifying, Joined, Welcome Energy: Amazing, Incredible, Juiced, Exhilarating, Charged, Wow 16Bellman/Ryan © 2010

17 Four Feelings at the Heart of Transformation: Energized ! Connected ! Hopeful ! Changed ! Bellman/Ryan © 2010 17

18 Are you more hopeful about yourself, your group, or your world? Do you feel changed by this group experience? Did this experience energize you or your group? Do you feel more connected to your group, purpose, self, or the world? Energized Connected Hopeful Changed 18Bellman/Ryan © 2010

19 19 Energized Connected Hopeful Changed

20 Transformation: a fundamental shift in individual perception that accelerates behavior change and personal vitality. 20 Bellman/Ryan © 2010

21 21


23 High Performance Behaviors and Techniques Bellman/Ryan © 2010 23 Meeting Management Leadership Strategies Group Dynamics Employee Engagement Team Development Collaborative Decision Making Conflict Management Brainstorming Dialogue Problem-Solving

24 Use Model to… 1.Design a meeting or event 2.Debrief a group experience 3.Frame questions 4.Pursue transformation 5.Define motivating behavior 6.Clarify individual needs 7.Observe a group at work Bellman/Ryan © 2010 24

25 Use Model to… 8.Shape group purpose 9.Explore an individual’s motivation 10.Delve into deeper meaning of group work 11.Assess group leadership needs 12.Foundation for change project 13.Highlight the value of relationships 14.Support creative disagreement Bellman/Ryan © 2010 25

26 Bellman/Ryan © 2010 26 Energized Connected Hopeful Changed

27 27

28 Bellman/Ryan © 2010 28 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.

29 Bellman/Ryan © 201029 Kathleen Ryan’s Books…  Extraordinary Groups. (w/G. Bellman) Jossey-Bass. 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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