1. EXTRAORDINARY GROUPS: How Ordinary Teams Achieve Amazing Results with Geoff Bellman1

2. 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?
Extraordinary Groups
Bellman/Ryan © 2010 2

3. Today’s Design… INPUT ENGAGEMENT APPLICATION TEAM INTRO/OVERVIEW
8 INDICATORS
6 NEEDS
4 FEELINGS
CLOSE
Extraordinary Groups
Bellman/Ryan © 2010

4. Keep these roles in mind…
APPLICATION
TEAM
CONSULTANT
COACH
LEADER
TRAINER
MEMBER
Extraordinary Groups
Bellman/Ryan © 2010

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
Extraordinary Groups
Bellman/Ryan © 2010

6. Types of Groups (10 virtual groups coming from all sectors)
Geoff Bellman Handout
Types of Groups
(10 virtual groups coming from all sectors)
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 6

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

8. Recall an great group experience you have had.
What happened that made the
experience so special?
Extraordinary Groups
Bellman/Ryan © 2010

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
Extraordinary Groups
Bellman/Ryan © 2010

10. Why Groups Are Important Today
Individuals cannot relate to organizations
Organizations cannot relate to individuals
Individuals can relate to small groups
Small groups are the way to get things done
Extraordinary Groups
Bellman/Ryan © 2010

11. Eight Performance Indicators
Embracing Differences
Unexpected Learning
Strengthened Relationships
Great Results
Compelling Purpose
Shared Leadership
Just-Enough Structure
Full Engagement
Extraordinary Groups
Bellman/Ryan © 2010 11

12. 1. Compelling Purpose Bold, break-through, cutting-edge
Geoff Bellman Handout
1. Compelling Purpose
Bold, break-through, cutting-edge
Linked to a noble cause
Purpose guides action
Knowing others are committed
Extraordinary Groups
Bellman/Ryan © 2010
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13. 2. Shared Leadership Members see selves as leaders
Geoff Bellman Handout
2. Shared Leadership
Members see selves as leaders
Members initiate, don’t wait
Designated leader sees group is led
Extraordinary Groups
Bellman/Ryan © 2010
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14. 3. Just-Enough Structure
Geoff Bellman Handout
3. Just-Enough Structure
Just enough and just in time
Structure to fit outcomes needed
More organic than mechanical
Collaborative, adaptive, creative
Extraordinary Groups
Bellman/Ryan © 2010
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15. 4. Full Engagement Excitement and passion evident
Geoff Bellman Handout
4. Full Engagement
Excitement and passion evident
Humor and fun are part of work
Enjoy working hard together
People give and then give more
Extraordinary Groups
Bellman/Ryan © 2010
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16. 5. Embracing Differences
Geoff Bellman Handout
5. Embracing Differences
Differences = opportunity
Full & wide engagement = creativity
Individual uniqueness respected
Trusting, safe environment
Extraordinary Groups
Bellman/Ryan © 2010
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17. 6. Unexpected Learning Learning surprising and not linear
Geoff Bellman Handout
6. Unexpected Learning
Learning surprising and not linear
A challenging, stretch environment
Excitement created by learning together
Life & team, not just task, learning
Extraordinary Groups
Bellman/Ryan © 2010
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18. 7. Strengthened Relationships
Geoff Bellman Handout
7. Strengthened Relationships
Intense work and risk connects people
Great work leads to great partnerships
Work + friendship = deep bonds
Groups search for reasons to stay together
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 18

19. Geoff Bellman Handout
8. Great Results
Tangible and intangible results both important to these groups
Tangible = Destination important to the group and others outside the group
Intangible = Journey important to the group
Most excitement and best memories are about intangible results
Extraordinary Groups
Bellman/Ryan © 2010
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20. See Handout Extraordinary Groups Bellman/Ryan © 2010
Extraordinary Groups at Work
Extraordinary Groups achieve outstanding results and members—individually or collectively—experience a profound shift in how they see their world.
But in the fast paced world of groups and teams, how can you tell when a group is becoming extraordinary? What are the signs that indicate such peak performance?
This list of eight performance Indicators lists examples of behaviors typical of extraordinary groups.
Compelling Purpose: Inspiring members, stretching them as they make the group's work the priority. As a result, members:
Stretch themselves to contribute
Are confident in each other’s intentions and actions
Use purpose to guide individual and group decisions
Know that each other will follow-through
Shared Leadership: Demonstrating members' mutual responsibility for initiating toward group success.
Members willingly facilitate, structure, suggest and do all manner of things traditionally assigned to one leader
Move leadership from person to person, depending on the needs of the moment
A designated leader, when present, assures that the group is led rather than being the one constant leader
Just-Enough-Structure, moving the group forward together without becoming fixed or burdensome. These structures:
Focus on group purpose and outcomes, not role and procedure
Enhance adaptation, flexibility, and creativity
Are seen as a last, rather than first, resort
Full Engagement, showing everyone's readiness to dive in with focus, enthusiasm, and passion--often chaotically. Members:
Readily contribute their knowledge, skills, talents, and ideas
Work hard and intensely
Are passionate about and attentive to the group’s work
Show good humor and playful energy
Embracing Differences, resulting in a widened group perspective, creativity, and more options for action.  Members:
Are intrigued with the range of information, perspectives, and backgrounds within the group
Value the options opened through their diverse perspectives
Challenge each other, push boundaries, and work through differences and sensitive issues
Feel appreciated for their individual contribution
Share a sense of trust and safety within the group
Unexpected Learning, going beyond the immediate task, useful in other work, groups, and life.  Members:
Stretch themselves beyond current capability
Increase personal confidence in the process
Support each other’s learning
Intentionally learn together and are surprised at what they gain
Strengthened Relationships, revealed in the trust, interdependence, and friendships within the group. Members:
Deepen already existing relationships
Build new bonds by working together, facing challenges, and realizing accomplishments
Acknowledge respecting and caring for each other
Sense their unique group identity and bond
Great Results, including the tangible outcomes organizations value and the intangible outcomes treasured by group members.
Tangible goals are regularly met or exceeded
Intangible results--learning, confidence, relationships, pride, community, etc.—though predictable often surprise the group
Internal assessment of results is at least as compelling as external assessment
See Handout
Extraordinary Groups
Bellman/Ryan © 2010

21. See Handout Extraordinary Groups Bellman/Ryan 2010
EIGHT PERFORMANCE INDICATORS IN EXTRAORDINARY GROUPS
During our interviews with members of sixty extraordinary groups, we heard repeatedly about what made them so highly successful. Analysis of their comments revealed eight patterns that we are calling performance indicators.
Consider each of these indicators with this question in mind:
How often does this indicator fit with my team’s intent and behavior?
Answer by choosing among these ratings:
5 = Almost always fits
4 = Fits more than half the time
3 = Fits about half the time
2 = Fits less than half the time
1 = Seldom or never fits
Write your answer to each question on the line beside it.
Compelling Purpose, inspiring members, stretching them as they make the group's work the priority.
Shared Leadership, demonstrating members' mutual responsibility for initiating toward group success.
Just-Enough-Structure, moving the group forward together without becoming fixed or burdensome.
Full Engagement, showing everyone's readiness to dive in with focus, enthusiasm, and passion--often chaotically.
Embracing Differences, resulting in a widened group perspective, creativity, and more options for action. 
Unexpected Learning, going beyond the immediate task, useful in other work, groups, and life. 
Strengthened Relationships, revealed in the trust, interdependence, and friendships within the group.
Great Results, including the tangible outcomes organizations value and the intangible outcomes treasured by group members.
____ TOTAL
See Handout
Extraordinary Groups
Bellman/Ryan 2010

22. Exercise
Consider the behaviors that allowed your groups to be extraordinary
Why were those behaviors important to group members?
And, why was that important?
(Pursue what motivates behavior)
Extraordinary Groups
Bellman/Ryan © 2010

23. Six Group Needs Accept one’s self while moving toward own Potential
Bond with others
pursuing common Purpose
Understand Reality of the world
making an Impact
Extraordinary Groups
Bellman/Ryan © 2010 23

24. SELF: Acceptance Potential GROUP: Bond Purpose WORLD: Reality Impact
Geoff Bellman Handout
SELF: Acceptance Potential
GROUP: Bond Purpose
WORLD: Reality Impact
Extraordinary Groups
Bellman/Ryan © 2010
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25. Extraordinary Groups
Bellman/Ryan © 2010 25

26. ACCEPTANCE: Knowing and appreciating myself for who I am.
Geoff Bellman Handout
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.
Extraordinary Groups
Bellman/Ryan © 2010
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27. POTENTIAL: Sensing and growing into my fuller and better self.
Geoff Bellman Handout
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.
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 27

28. Geoff Bellman Handout
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.
Extraordinary Groups
Bellman/Ryan © 2010
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29. PURPOSE: The reason why we come together.
Geoff Bellman Handout
PURPOSE: The reason why we come together.
We are committed to a common purpose.
We influence each other.
We count on each other.
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 29

30. Geoff Bellman Handout
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.
Extraordinary Groups
Bellman/Ryan © 2010
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31. IMPACT: Our intention to make a difference and our readiness to act.
Geoff Bellman Handout
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.
Extraordinary Groups
Bellman/Ryan 2010
Permission to reprint granted. 31

32. Reconsider your pursuit of the “why’s” beneath behaviors
Discuss how the Group Needs fit with your “why’s”
Extraordinary Groups
Bellman/Ryan © 2010

33. Examples of where you experienced or observed this in a group
SIX GROUP NEEDS - EXAMPLES
Six Group Needs
Examples of where you experienced or observed this in a group
SELF: The Need for Acceptance
Your self-acceptance, or behaviors that allowed you or others feel accepted.
SELF: The Need to Stretch Toward Potential
Your reach toward potential, or behaviors that allowed you or others to reach toward potential.
GROUP: The Need to Bond
Behaviors that joined group members together.
GROUP: The Need for Purpose
Behaviors moved the group toward a shared purpose.
WORLD: The Need to face Reality
Behaviors that show group attempts to understand the world outside itself.
WORLD: The Need to Impact
Behaviors that show the intention to change the world outside itself.
See Handout
Extraordinary Groups
Bellman/Ryan © 2010

34. See Handout Extraordinary Groups Bellman/Ryan © 2010 Six Group Needs
Questions you could ask:
Actions you could take:
SELF: The Need for Acceptance
Your self-acceptance, or behaviors that allowed you or others feel accepted.
SELF: The Need to Stretch Toward Potential
Your reach toward potential, or behaviors that allowed you or others to reach toward potential.
GROUP: The Need to Bond
Behaviors that joined group members together.
GROUP: The Need for Purpose
Behaviors moved the group toward a shared purpose.
WORLD: The Need to face Reality
Behaviors that show group attempts to understand the world outside itself.
WORLD: The Need to Impact
Behaviors that show the intention to change the world outside itself.
See Handout
Extraordinary Groups
Bellman/Ryan © 2010

35. Beauty: Wonder, Healthy, Vibrant, Sweet, Rare, Lovely
Geoff Bellman Handout
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
Extraordinary Groups
Bellman/Ryan © 2010
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36. Four Feelings at the Heart of Transformation
Energized !
Connected !
Hopeful !
Changed ! 36
Extraordinary Groups
Bellman/Ryan © 2010 36

37. Energized Connected Hopeful Changed Extraordinary Groups
Bellman/Ryan © 2010 37

38. Did this experience energize you or your group?
Geoff Bellman Handout
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
Are you more hopeful about yourself,
your group, or your world? Do you feel changed by this group experience?
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 38

39. in individual perception that accelerates behavior change
Geoff Bellman Handout
Transformation:
a fundamental shift
in individual perception that
accelerates behavior change
and personal vitality.
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 39

40. Transformation in… --how people see each other
Geoff Bellman Handout
Transformation in…
--how people see each other
--how they interact with each other
--their commitment to each other
--the results they achieve
and…
--their collective approach to work is positively, profoundly different
Extraordinary Groups
Bellman/Ryan © 2010
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41. Transformation… Is a Heart-felt Experience
Geoff Bellman Handout
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
Extraordinary Groups
Bellman/Ryan © 2010
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42. See Handout Transformative Feelings Extraordinary Groups
Recall a most extraordinary group experience. List feelings (words and short phrases) you experienced during that group’s best moments:
When we asked a similar question of 60+ people in extraordinary groups, their responses totaled over 400 exclamations. We sorted through their feelings and found four patterns, four feelings, we associate with an extraordinary group experience:
ENERGIZED! CONNECTED! HOPEFUL! CHANGED!
Which of those four feelings fit with the group experience you recalled in #1 above? Circle those feelings.
We see those feelings as the result of needs being met. When our six group needs are met—Individually or together—our response is to feel good about it. And, more specifically, to feel …
Energized by what we have just done, what has happened for us
Connected to our work, ourselves, the world, and others around us
Hopeful about outcomes from our work together, our lives, and the world around us
Changed in the way we see the world and our options for action
5. Compare your answers to others:
What were their feelings listed in #1?
Which of the four feelings in #2 fit for others?
Discuss the idea that feelings flow from meeting needs—as described in #4.
Discuss how these four feelings link to the six group needs?
ENERGIZED! CONNECTED! HOPEFUL! CHANGED!
SELF: ACCEPTANCE & POTENTIAL GROUP: BOND & PURPOSE WORLD: REALITY & IMPACT
See Handout
Extraordinary Groups
Bellman/Ryan © 2010

43. Geoff Bellman Handout
An Exercise:
Imagine your small group planned to keep working together.
Based on what we’ve been discussing,
What could be done to make a transformative group experience more likely?
Extraordinary Groups
Bellman/Ryan © 2010
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44. See Handout
Extraordinary Groups
Bellman/Ryan © 2010

45. FOUR TRANSFORMATIVE FEELINGS EIGHT PERFORMANCE INDICATORS
Geoff Bellman Handout
EXCEPTIONAL RESULTS
FOUR TRANSFORMATIVE FEELINGS
EIGHT PERFORMANCE INDICATORS
SIX GROUP NEEDS
INSTINCTIVE DRIVES
Extraordinary Groups
Bellman/Ryan © 2010
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46. High Performance Behaviors and Techniques
• Meeting Management • Leadership Strategies • Group Dynamics
• Employee Engagement • Team Development
• Collaborative Decision Making • Conflict Management
• Brainstorming • Dialogue • Problem-Solving
Extraordinary Groups
Bellman/Ryan © 2010

47. Use Model to… Design a meeting or event Debrief a group experience
Frame questions
Pursue transformation
Define motivating behavior
Clarify individual needs
Observe a group at work
Extraordinary Groups
Bellman/Ryan © 2010

48. Use Model to… Shape group purpose Explore an individual’s motivation
Delve into deeper meaning of group work
Assess group leadership needs
Foundation for change project
Highlight the value of relationships
Support creative disagreement
Extraordinary Groups
Bellman/Ryan © 2010

49. Use Model to… Draw out individual and group aspirations
Geoff Bellman Handout
Use Model to…
Draw out individual and group aspirations
Coach others in work and life
Introduce new concepts and language
Clarify the array of outcomes possible
Diagnose an organization
Create a compelling place to work
Maintain focus in your work and life
Extraordinary Groups
Bellman/Ryan © 2010
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50. Extraordinary Groups Bellman/Ryan © 2010 Energized Connected Hopeful
Changed
Extraordinary Groups
Bellman/Ryan © 2010 50

51. What could be done to nurture an extraordinary group experience?
Geoff Bellman Handout
What could be done to nurture an extraordinary group experience?
What behaviors could be encouraged?
What needs could be met?
What feelings could be produced?
How?
Extraordinary Groups
Bellman/Ryan © 2010
Permission to reprint granted. 51

52. www.extraordinarygroups.com/extras/ Extraordinary Groups
Bellman/Ryan © 2010

53. Geoff Bellman’s Books…
Extraordinary Groups. (w/K. Ryan) Jossey-Bass
The Consultant’s Calling. (2nd ed.) Jossey-Bass
Getting Things Done When You Are Not in Charge. (2nd ed.) Berrett-Koehler
The Beauty of the Beast. Berrett-Koehler
Your Signature Path. Berrett-Koehler
The Quest for Staff Leadership. Scott-Foresman
Extraordinary Groups
Bellman/Ryan © 2010 53

54. Kathleen Ryan’s Books…
Extraordinary Groups. (w/G. Bellman) Jossey-Bass
The Courageous Messenger. (w/Oestreich & Orr) Jossey-Bass
Driving Fear Out of the Workplace. (w/Oestreich) Jossey-Bass
Extraordinary Groups
Bellman/Ryan © 2010 54 54

55. Kathleen Ryan & Geoff Bellman
Extraordinary Groups
Bellman/Ryan © 2010