I am working with a group of young leaders in the area of high-performance teams and groups. One of the best resources I have come across for this is Extraordinary Groups by Bellman and Ryan.
In my opinion this is one of the most comprehensive resources in this arena because:
- it combines author experience with very practical ideas and approaches
- has a sound working model easily adapted to your situation
- has transferable concepts and processes for any team, for-and-non-profit
- walks you through the model in very practical ways
- focuses on outcomes and how to engage robust discussions for your team
- is well written with a language and style that is engaging, accessible and not too complex
Geoff Bellman’s approach is based on research and experience – you can watch a 40-minute presentation here that your team would get a lot out of! Very solid work.
Kathy Ryan and Geoff are a competent people who have built teams, led high-capacity groups, worked in complex organizations, understand the non-profit sector, and are advocates for relational transformation while honoring the need for great results
I like Kathy’s bio where you find this
Through The Orion Partnership, a consulting firm based near Seattle, Washington, she has been known for her work in turning fear-based organizations into ones where collaboration and trust are the keys to high performance.
There are many organizations that could really use her help!
Here are a few of my big takeaways from their work and this book.
First, get the book. It really is solid. And work the model with your team – the exercise is worth the effort.
Second, the 8 Characteristics of a an Extraordinary Group make for a solid framework and assessment (the work and book have been so well received that they just developed a team assessment and resources for the process.
Here are the 8 Characteristics
- Compelling Purpose
- Shared Leadership
- Just-enough Structure
- Full Engagement
- Embracing Differences
- Unexpected Learning
- Strengthened Relationships
- Great Results
Take your team through a discussion and reality check on this list alone, and you will be glad you did.
And third, the Group Needs Model they use is fresh, coherent and very applicable for creating a high-performance culture with a strong emphasis on personal growth not simply team results. The model addresses 3 major aspects of a team with 2 components in each, with an overall focus on personal and organizational change:
SELF = Self Acceptance and Potential
GROUP = Team Purpose and Relational Bonds
WORLD = Current Reality and Desired Impact
How is your team doing with respect to building people who connect deeply and together achieve great results? Where are the gaps? What is your process and model for evaluating and guiding a team?
I plan to utilize more of this work in my work with church and leadership groups – outstanding tool!