Photo by: ALotOfPeople via Canva
Whether or not to change table groups—it’s a question many facilitators are confronted with daily. And there are pros and cons on both sides.
Let’s consider some of the pros. When we collaborate with new people, we are building our network. We also gain fresh perspectives and insights, which can lead to better outcomes and results.
But what about the cons? Have you thought about what happens when you bring a new group of people together in a training environment? They’re not going to hit the ground running right away. That’s because every new team goes through a process that involves the four stages of group development. Bruce Tuckman developed this model in 1965 and broke it down as follows:
- 1. Forming – This is the first stage when team members are first brought together. Each person is determining their place in the group along with the procedures and rules. People don’t know each other yet so they are polite, tentative, and a bit cautious.
- 2. Storming – This stage is characterized by competition, confusion, anxiety, and conflict. Members are trying to place their individual needs ahead of the group’s needs and are discovering the realities of having to work together. Power struggles can emerge, cliques may begin to form, and some members may withdraw.
- 3. Norming – In this stage, group members have worked through most of their problems and are now using their skills to focus on the work that needs to be accomplished. Members are accommodating, conflicts are resolved, and trust is formed. There is clarity regarding the purpose and optimism about achievements.
- 4. Performing – Here, the group is working as an effective, efficient, and cohesive team. Productivity is high, the group is committed to performance, and members feel confident and empowered.
Our job, as facilitators, is to get the group from the forming stage to the performing stage, as seamlessly as possible. How do we do this? We establish ground rules, encourage communication, ask for feedback, and offer positive reinforcement along the way. Once this is accomplished, the group will be performing at an optimum level, like a well-oiled machine. That’s why, sometimes, I prefer to keep the table groups intact.
If, on the other hand, you’re still keen on “mixing up” the table groups, be mindful that we start the group development process from the beginning.
What are your thoughts on table changes? What pros and cons have you encountered?
Additional Resource: Understanding the 4 Stages of Group Development [Video]
To learn the art of facilitating learning, have a look at our Advanced Instructional Techniques workshop. Find out what master trainers do to create a positive climate for learning, successfully lead groups and motivate learners, deal with difficult behaviors, and much more.
