Scott Simmerman wrote in discussing the need for involvement of the
"Spectator Sheep", the 20 % of groups whose involvement seems to range
from disinterested to counterproductive:
>It's not idealism that they should be involved. The reality seems to be,
>based on my 20 years of getting their ideas and implementing some of their
>suggestions for improvement, these people often have divergent yet
>practical ideas for implementing change and improvement in the workplace.
>The key is gaining their trust as well as their active involvement with
>the team.
As I read that, I noticed two things: first, a need to know more about how
a leader goes about gaining their trust and facilitating their active
involvement. Second, in attempting to answer my own question, I looked at
the times when I have found myself in this category. What I remember is a
mindset of superiority in a competitive sense, and an emotional state of
fear that I could not belong or contribute to the group.
What I find is that the mindset seems to be related to the task function
of the group, and the emotional side of it seems to be related to the
process of the group. I'm thinking that the way to reach & build trust
with someone who is non-involved in this way would be to approach from the
task side initially, and let the action of doing that take care of the
process side.
My intention in bringing this up is to solicit feedback on my thoughts,
and learn more about the facilitation process of including non-willing
members in the group process.
Any ideas out there?
Greg Bartell
4th year Bachelor Student, Applied Behavioral Science
Leadership Institute of Seatte
--Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>