Thoughts On The Lack Of Negative Feedback... Smith & Berg Reflection Chapt. 6

         I thought the concept of negative feedback in Smith & Berg's Paradoxes of Group Life this weeks readings were so timely. I have recently returned from a conference in Atlanta with my management team which consists of six females. You may find yourself asking why would I point out the fact that the team is all female? Well, very specifically because of this concept of "negative feedback" that Smith & Berg has introduced me to throughout the readings.

         Smith & Berg wrote that, "...a group may need to be able to receive negative feedback about it's processes in order to grow." This statement really struck me. I have been part of the same management group for a very long time and as I read this passage I realized that negative feedback is not welcome in my work team. Hmmm, I am not shocked but now I am left wondering why? I cannot discern whether or not it is because we are women(not to sound sexist but it begs a question), and we do not want to hurt any one's feelings or is it because this is just the framework that my boss has established for appropriate work behavior? We are constantly telling our staff what they are doing well, but after reading this material I see where not giving appropriate negative feedback might be at the detriment of my staff's growth and development.

       Smith & Berg also wrote about the fact that "....though we know that we are imperfect, we hope however irrationally, that the feedback we attend to will prove us wrong." An AHA moment! yes, I have seen this many times in my weekly administrative meetings but could not put my finger on what was "underlying" the behaviors, attitudes and dialogues that I was witnessing at the table. Now my thinking turns to the thought that no one on my team wants to give negative feedback related to their performance because they do not want to receive it! So, I think this "code of silence" has developed, "don't reflect on my less than adequate performance and I won't reflect on yours." Now the curtain lifts! So, according to Smith & Berg our growth will be stunted because without the negative feedback we will not be able to fully look at our processes or lack of process. 

       Now that I have made this break through related to my work team I wonder how this will play out in our class team? Will we be willing to share negative feedback without alienating our team members? This is a cultivated skill I think to be able to share negative feedback in a professional and democratic way to produce growth. I wonder how everyone in the class will approach this? I also wonder how much of this is tied to your temperament or personality? Are these messages delivered more easily by some than others? Would this be the difference between leaders and the followers? I would love to hear your reflections. Signing off for now...........

 

"Playing at Piccola's"

     Well, I have to say that my Team cohesion night was wonderful! We all met for dinner and Team Chartering at five p.m. I was a bit nervous being in a different setting with my colleagues, out of class where there would be more time for sharing and socialization. I am a bit reserved so I wasn't sure how it might play out. Everyone arrived smiling but tired and we eased into the night of construction and conversation.
        Smith & Berg reflect on the topic of "disclosure" in Paradoxes of Group Life,  they reflected on Luft's work  that states, "disclosure and feedback are necessary conditions for the development of interpersonal relationships". If I ever believed this true it was evident on our team cohesion night. When I first went through Smith & Berg's information I wasn't convinced. I thought to myself, I have worked on teams where there was not a great deal of disclosure...but now I am pondering this wondering, but were they successful? Maybe not. I also wonder how time factors into this concept of disclosure...if you are with a group for a short time is there time for this? Does it happen? Or does it only occur, or evolve in a group that you have been part of for a while? I would love for people to comment on this topic. 
        As I pondered this over the weekend and thought about the groups that I have been part of including my class team I have come to the conclusion that you pace yourself. I think if you are part of a team that will be short lived you decide to do your disclosing behaviors more upfront instead of a "revealing". I was really struck by the willingness of my group to share things that are our strengths and weaknesses so quickly. We used this information to look at what our future contributions to the group might be as well.
      

GROUP IDENTITY/ MY IDENTITY... Smith and Berg Chapt. 5

            As I sit down to create my second post, no longer the virgin but not a veteran...I want to ponder this idea of boundaries. I thought this was a fascinating topic of discussion. As we have discussed in classroom discussions we all belong to multiple and many types of groups throughout the course of both our professional and personal lives. as I ponder the groups that I am a member of they include parent groups, management groups, family, friends, political, community, etc. I had never considered the versatility of my roles in these groups, nor did I consider that I am "in" as opposed to "out" of the group. After all, what defines the group? What about the boundaries of these groups? Who is the decider? Who gets to decide. This is particularly interesting to me at this point in my professional life. I have been part of the same management group for sixteen years with the same five people....recently because our unit grew we needed to hire two more managers and this has been a strange process. Although I am a senior member of this group, I suddenly felt a bit threatened, I felt the need to "claim" my space! I wanted the new managers to understand my history with the organization, as well as my contributions. Smith & Berg wrote with great clarity on this topic, "...for individuals and for the group as a whole, the joining process is a continuous one.(Smith & Berg 89) I would have never believed how just adding a new member to my group that I feel so confident in and supported by would unsettle by own belonging and identity within the group. I would have never contemplated this feeling without this course and dialogue.
             So, now I am on some level rejoining my long time group. I will refine my ideas about my role in this group, will reflect once again on my history and future with this group....will I "up the ante" of my own game to maintain my status with the group? Would that be necessary? Group dynamics and identity...playing out together. I have a very interesting road ahead of me.

      Well, I suppose I should start by saying that I am a virgin blogger, and trust me it has been a learning curve already. I am not sure why but after several attempts of creating a blog my blog page kept bringing up people who I am not. Actually this turned out pretty interesting because I was thinking about identity and these thoughts led me to reflect on the readings in Levi's text about creating identity within/outside of the group....so I think there will be much for all of us to share and post in this class that will create great dialogue. Please take a peek from time to time and check take a load off. After all, I am just like 7-11, I am always here and the coffee is always on!