Why bother with group agreements?

Worth taking the time for, developing group agreements (aka guiding principles or ground rules ) can be a facilitator's wild card to move a group towards great work and away from falling to pieces.

Let's be honest, many groups say the following classic excuses NOT to create group rules:

"We know each other, we don't need to have rules."

"Boring... we know what they will be...respect, listen, don't interrupt...why bother rehashing what we already know?"

"We are too rushed."

Time for a pradigm shift.  Time to re-define what group agreements and the process of creating them can actually do for you and your group.

#1 Group agreements are public commitments to each other in the collaborative effort. Imagine the shift in attitutdes and behviours when people set an intent to be responsible for their own reactions and level of participation... and then say it out loud! Perhaps this would actual mean that people would stay engaged, stay off their cell phones and generously share their ideas - all without having to be asked!  They act as a reminder that participants need to handle their own feelings/reactions/learning to be accountable. 

#2  Group agreements are also the get out of jail free card if interactions do get tense. As a group member or facilitator, having written agreements can be used to remind those who slip into less than agreeable behaviours (side talking, rolling eyes, accusatory or inflammatory statements, ect.) that it is not ok.  Let's hope your group never goes there but trust us, going through the process of creating group agreements can PREVENT negative behaviour as well as SAVE you when all hell breaks loose.

Any stories about group agreements - when they worked and when they didn't? We'd love to hear from you.

Watch for a future blog on WHAT CAN GO WRONG IN A GROUP - how to prevent it (if you can) or how to deal with it head-on!

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Collaboration Trap: Burn Out! Try the 4 D's.

How many times have you heard these kinds of statements? “It’s always the same people that show up at the table over and over” or “The project just seemed to fizzle out”.

Welcome to the place of burnout! This energy zapping place often occurs when people who are deeply committed and passionate about their work are potentially doing too many activities that drain them.

You can prevent (or reduce) burnout with the 4 D’s:

• Discuss succession planning from the get go of every community initiative. Have a plan.  What does the end of our working together look like? What will be in place when the work or position is ready to be turned over?
• Don a direction mindset and reconnect to your personal leadership mission and goals and where you are going as a group. When we stay connected to the greater picture or direction our actions are infused with greater purpose and burnout is less formidable.  
• Ditch or delegate by really, truly delegating and ditching the things that drain you. Break projects up into manageable chunks and open the opportunity for someone else to grow. Someone else may hold the very strength and passion to do the job that drains you.
• Drink in the successes and celebrate, celebrate, and celebrate! Acknowledging people cannot be under-rated on the engagement and burnout prevention scale.

Village Raising Question?

How do you combat leadership burnout? What keeps you (and your group) energized?