Small Group & Team Building Process

There are two types of constructive behavior in small groups that we need to actively promote. There are also certain individual behaviors that we will have seen; these are often disruptive and unhelpful for small group learning. Each of us will switch between roles in small groups. It is important to maintain both the task and process oriented behaviors and for each of us to be able to make sure that all task and process roles are being fulfilled by someone in the small groups during each study session.

We must also understand cooperative learning principles. First we must learn the material ourselves (or answer questions that are asked), then share it with each member of our small group so that he or she knows it as well as we do (i.e., he or she could answer a question and the group would be happy with the answer -- and any grade awarded). The third part is that the small group then shares with the larger group when the opportunity arises and teaches difficult concepts as needed.

This latter aspect is very similar to the principles of mastery of a subject. First we learn, then we practice, then we improve the process, then we teach our skill to others so that we can move on to something new.

Task-Oriented	Process-Oriented
Initiator: Gets the group moving; offers new ideas; suggests ways to approach a task or problem; reminds others that there is a task to perform.	Encourager: Supports team members; encourages and raises others' ideas; builds cohesiveness and warmth; asks for contributions from quiet members.
Information Giver: Clarifies important facts; brings in knowledge from personal experiences; raises issues; supports opinion with fact.	Harmonizer: Helps members see past their differences; reduces tension with humor and friendliness; helps members work together and appreciate divergent viewpoints.
Evaluator: Helps group assess quality of its suggestions/solutions; tests to see whether the ideas will work in reality; points out consequences of implementation; points out how parties external to the group will view the solution.	Gatekeeper: Asks to hear opinions from everyone; maintains an "open gate" to others' participation; ensures that all members have opportunities to share their ideas and feelings; uses statements such as: "Let's hear him (her) out."
Coordinator: Brings together the activities of others; schedules activities; combines activities.	Standard Setter: Helps the group set goals; helps group assess the quality of the process; points out procedural matters.
Information Seeker: Encourages other to raise facts; asks others to justify their argument; asks for further information from others.	Follower: Agrees with other members; pursues ideas and suggestions of others. [Has an element of task orientation in it also.]
Summarizer: Restates ideas presented to the group; pulls together the range of ideas presented to the group; offers a decision or conclusion for the group to consider.	Group Observer: Monitors and critiques the group process as an outsider who is not responsible for task accomplishment.

The individual behaviors that we must try to avoid are Blocker, Recognition Seeker, Dominator and Avoider.

Note: Adapted from D. W. Johnson & R. T. Johnson, Creative Conflict, Interaction Books, Edina, MN, 1987, pp. 2:27-28; and R. E. Quinn et. al., Becoming a Master Manager, Wiley, 1990., pp. 202-203