Dear Partners, Participants!
We received a request from the conference audience to summarize the group dynamic characters mentioned at the conference, which we incorporated into our methodology. Here is a summary of the relationship between group dynamic roles and the roles we create.
Group dynamics, that is the process of quality of connecting members, can be observed during the operation of the community, and we can gain a conscious insight into it. This is based on the group’s acceptance of feedback culture methods, meaning, that they reflect each other honestly and without distortion of reality. In group dynamic processes, we highlight four characters (or functions) that are evolving in every community and are essential to group cohesion.
1., The trainer/Coach
Most people have an opinion about the purpose and targeting within a group, where we follow or get followed by our peers in a hierarchical system formed by group dynamics. We experience this process with inner ripples, cohesive and disruptive experiences within a free confluence. In our joint processes, we tend to personalize our emotional experiences, to fully impart the tension and responsibility that comes with us, thereby building cliche, disruptive energies that deprive our peers of the pure experience of belonging and reality. In this case, people who do not possess real knowledge usually fulfill our fears, because their actions are done independently, that is, without us, leaving little chance to represent us. (The mother of a silent child does not understand her word either.)
Therefore, an organized community entrusts the responsibility for the concept and the methodologies leading to the goal to one person or group. This character is the trainer. It is, therefore, the responsibility of the trainer to fully represent the concept, to use the best methodologies at all times and to pass them on to the community. Therefore, you must have the most accurate knowledge of the members of the group, team, and association. This knowledge is provided to him by needs, needs, suggestions, tensions, and various roles along with developmental goals. Besides, you need to know the capabilities and resources that we provide through appropriate measurements. In the above function, the capabilities and results of the trainer can be measured on-going, which are contracted by the community with clear agreements and commitments. Undertakings are contracted to measure value factors, which are fed back to them at regular intervals in the form of valuations, at which time milestones, or “engagement” periods, can be defined.
For example, in football, the trainer is contracted for a predetermined period by the Club as a community entity based on the results and the concept. Of course, the same goes for the rest of the community. During this time, work commences with the setting of commitments and terms and conditions to achieve common goals and milestones, so the agreement sets out these and related possible terms, up to the “rightful” termination of the contract. All members have an agreement similar to this. In this and many similar sports, the trainer is the head of the Training Workshop, meaning he has the full staff to enforce his concept. In football, the responsibility is emphatic: success is the team, failure is the trainer! If successful, negotiations will begin before the end of the contract period to reach further possible goals, and any new terms and conditions will be discussed.
In our organizational model, the trainer is the leader and inspirer of a given Workshop. It is his responsibility to apply for roles well, to define methodologies and to preserve and even improve quality. Everything I’ve written so far is true to it. We will all determine our value factors, both generally and specifically, as part of our common work.
2., The genius
Group dynamically, an amazingly defining phenomenon on a path to a particular destination, when the “genius” character appears who takes this path simply, easily. Genius often seems inexplicable, and attitudes to it pose many challenges. I admire, envy, follow, constantly challenge, attack, and value the genius and yet I remain inferior trying to hide it until I open myself to understanding. After all, genius is part of the community, its purpose is similar to that of others, to raise the community, to bring out the genius from everyone, the peaks of the value factor that lies within it. Understanding, accepted genius will often become a trainer. It is the function of genius to do its best for purposefulness, to accept its own exemplary value for others, and to learn to use and communicate its responsibility.
In football, genius is an exemplary and envied person all the time. Under the pressure of compliance, the team has huge expectations toward him. Although there is a difference in genius in every role and factor, there is one person in every team who is simply ranked best and most often takes the team to success. Because football uses an advanced valuating system, clubs’ geniuses are easy to map and set them up for development.
In our organizational model, because of continuous measurements and feedback, we will see for ourselves the presence of current geniuses. What’s more, our goal is to awaken the genius abilities in everyone.
3., The Captain/Master
A captain is a function in a community, that can be filled by the one who is close to everyone. Therefore, the character of the captain cannot overlap with character of genius. At least not, until the genius is fully accepted by the community. Most often the captain is the middle man himself, the average of the community in one person. The essence of the captain’s function is that those with the lowest valuation can understand him/her because his/her exemplary value is attainable for them, while also those with the highest rating feel close him/her to their values. The one in captain function, as an example for others, has to learn everyone’s language, consult with the trainer and represent the concept consistently.
In football, the team’s captain is in control on the field, inspiring people, guarding coaching tasks, representing the team to the opponent and the referees. He speaks to everyone and everyone follows his voice with equal attention, and his sentences are guided by consensus during the execution of the task (match).
In our organizational model, this is the role quality that is best suited for the Facilitator because the attention of members toward him/her is clear and he/she has no great value-factor distance to anyone.
4., The preacher
The community goes through many emotional and intellectual states in its goal-setting process. Reaching the goal is a priority for everyone, so we exist between pros and cons, joyous and sorrowful moments, and creative or stifling tensions. The preacher in group dynamics is the function where the person who fills it in changes the most often. Every member of the community aims to experience this function because he or she is able to experience a self-giving state of mind, where he/she can be the voice of consensus. When someone talks from the preacher’s function, it states a result, everyone agrees with.
In interrelation, the trainer is the one who shapes in members the inner image of the preacher, the genius is the one who most often achieves it, and the captain is the one, whose feedback and highlights maintain the quality of the status of the preacher function for everyone. If a milestone, like a match, an action, a meeting, a task, ends in a “ready” state of the current preacher, it usually means a high-quality, consensus ’product’ or result.
For example, in football, everyone can be the club’s decisive character in the various levels of the club’s measurements. Small Scale: A game where anyone can score a goal, mount, save, build, key-solve. In fact, team performance depends on this, because if not all players aim to fulfill this function, their ability to achieve it will diminish. Medium Scale: A season where anyone can play their part in the right shape, and everyone can get key moments. Large Scale: Club quality where anyone can be the defining figure of an era.
In our organizational model, the preacher is the person, who actually speaks the consensus in any actual work process. According to our experience so far, it is a huge happiness when the quality of the preacher appears, as it gives our work a “done” experience within a current process. It often gives us a sense of relief as our tasks are extremely complex, challenging and responsible.