Tavistock Experience

I attended a Tavistock Group Relations Conference last Dec. It is a very unique experience to me.   It is a weird one as well.   There was a lot of ‘stuck-ness’, ambiguity and sometimes emotion in the conference.   It is ‘empty’ (in a neutral sense) where each participant can make different senses out of the experience.  I have been asking myself how I would summarise the conference.    In reflecting with another participant, here is what comes to my mind:

The conference is about surfacing the assumptions I have on how people interact in group by putting me in groups without an explicit task.

So, what assumptions have been surfaced so far?   For me,

– I assume that a group should always have a common purpose.  Otherwise, it is not a group.   I become irritated when people gather without a common purpose or any effort to pursue one.

– I have natural tendency is to be of service to the others (or the common purpose above).   Even when I consciously tried to suppress such tendency, I fell back into the default role from time to time.

– I assume that ‘there is THE right answer to things’.    This leads to my another strong assumption that ‘I need to pursue to the right answers’      Whilst intellectually I understand that sometimes there is NO right answer, I find myself acting and thinking on the assumption that there is one.

I have a sense that more ‘learning’ will come after the conference as I contrast this unusual group experience with daily one…

‘If I could choose again, would I go to the conference despite its weirdness?’    Yes, I would.   In relation to my summary statement above, I think the conference gives me very unique opportunity to see myself in groups.

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Leadership Development

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A friend of mine once attended a Leadership Development workshop all the way in the US.   I supposed it was a huge investment by the company who hired an external facilitator and flew talents from all over the world.   I was surprised when my friend showed me her course material.   It was basically a presentation skills workshop.  And they did do the typical presentation training drill e.g. stand up to present, video-taped, receive feedback, etc.    I wonder how could a presentation skills workshop be considered as ‘Leadership Development’.

What is ‘Leadership Development’ after all?

In fact, if you ask 10 business executives what they will expect to happen in a ‘Leadership Development’ workshop, you probably have 10 different answers.  Probably very different ones.   It is like the term ‘Leadership’.   See my earlier post on ‘Really.. what is Leadership?’   Further, in my experience, ‘Leadership Development’ does not always carry a good reputation.   Some find it very vague and disregard it.   Some will welcome it because of the wrong reason e.g. being invited to attend one means ‘I am in the club’.   

On reflection, there is actually one (probably unconscious) definition on ‘Leadership Development’ that causes this problem.    To many, ‘Leadership Development’ means any development intervention to people in the leadership position.   By this definition, this really could mean anything, including presentation skills workshop.

Well, there is no right or wrong definition.   I guess the question is whether it is useful.   And if it is useful, it should base on a conscious definition on what ‘Leadership’ is.