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Personal Interactions

From Ed Batista: T-Groups, Feedback & Double-Loop Learning. Most Interactions (Single-Loop) We bring a set of underlying assumptions to our interactions. We learn from the results, but we rarely challenge our assumptions. Unquestioned Assumptions. Personal Interactions. Results.

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Personal Interactions

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  1. From Ed Batista: T-Groups, Feedback & Double-Loop Learning Most Interactions (Single-Loop) We bring a set of underlying assumptions to our interactions. We learn from the results, but we rarely challenge our assumptions. Unquestioned Assumptions Personal Interactions Results Slide 1 of 5 www.edbatista.com/2007/03/tgroups.html

  2. From Ed Batista: T-Groups, Feedback & Double-Loop Learning Most Interactions (Single-Loop) We bring a set of underlying assumptions to our interactions. We learn from the results, but we rarely challenge our assumptions. Questions To Challenge Our Assumptions Strategies for More Effective Interactions Better Results T-Groups (Double-Loop) The feedback given and received in T-groups compels us to question our assumptions, which allows us to select more effective strategies. Slide 2 of 5 www.edbatista.com/2007/03/tgroups.html

  3. From Ed Batista: T-Groups, Feedback & Double-Loop Learning Before My Recent T-Group • Unquestioned Assumptions • I communicate my emotions effectively. • Others appreciate my goal orientation & firm commitment. • I speak concisely and at appropriate intervals. Results Constrained by the accuracy of my assumptions. Personal Interactions I recently participated in a T-group and received feedback that caused me to question some assumptions that affect how I interact with others. This process will allow me to make behavioral changes if I feel that they’re warranted. (Note that feedback clarifies the costs and benefits of our behaviors, and we should change if it’s in our interest to do so, not simply in response to the feedback.) Slide 3 of 5 www.edbatista.com/2007/03/tgroups.html

  4. From Ed Batista: T-Groups, Feedback & Double-Loop Learning After My Recent T-Group • Questioning My Assumptions • Am I holding back an emotion that should be expressed? • Am I putting a task ahead of someone’s concerns or feelings? • Am I diluting my impact by using too many words or speaking too often? Better Results More accurate assumptions, and a clearer understanding of causes. • Resulting Strategies • Express emotions more fully--get “messier.”  • Consider deferring a task in order to build a better relationship. • Consider speaking more concisely and less frequently. Slide 4 of 5 www.edbatista.com/2007/03/tgroups.html

  5. From Ed Batista: T-Groups, Feedback & Double-Loop Learning Acknowledgements • T-groups were first developed by Kurt Levin, and my involvement with them has been through the Interpersonal Dynamics class at the Stanford Graduate School of Business. For more information... • www.edbatista.com/2007/02/tgroups_trust_a.html • www.infed.org/thinkers/et-lewin.htm • www.gsb.stanford.edu/academics/catalog/mbaele2.html#OB374 • My comments on feedback are based on the work of David Bradford and Allan Cohen. For more information... • www.edbatista.com/2006/10/david_bradford__1.html • www.amazon.com/exec/obidos/tg/detail/-/0471121223 • The concept of double-loop learning was developed by Chris Argyris, and I’m indebted to Mark Smith’s explication at Informal Education. For more information... • www.edbatista.com/2006/10/chris_argyris_d.html • www.infed.org/thinkers/argyris.htm • www.edbatista.com/2006/12/doubleloop_lear.html Slide 5 of 5 www.edbatista.com/2007/03/tgroups.html

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