The group was working very well together and was doing a great job on their assignments.  Then, because of the restructuring of the larger organisation, they were given a new task, some members were moved out and new people moved in.  Since then almost all of the old members have spent every meeting complaining about the changes and refusing to accept them.  The group’s ability to get work done is greatly reduced and the spirit of co-operation and commitment to the group’s task has disappeared.

 
Characteristics of These Situations

• There is constant complaining about the changes, etc.
  
  
• There is a division between the old and new people.
  
  
• Work is not getting done as required.
  
  
• People are missing meetings or arriving late and leaving early.
  
  
• People appear listless and/or disengaged.
  
  
• People insist on completing previous tasks.
  
  
• People feel that their identity within the organisation has been challenged and that a negative judgement has been made against them.
  
  
• People spend time blaming “them” for the situation and longing for the “good old days.”

What Not to do as a Facilitator

• Act like nothing is wrong and that it is a “business as usual” situation.
  
  
• Meet with the old members or the new members separately.
  
  
• Give pep talks about “how change is good for you” etc. without any practical ways to deal with the changes.
  
  
• Act as if people who are struggling with the change are not normal and should be punished for their resistance.
  
  
• Insist on blind acceptance of the change.  “They know what they are doing!”

Group Building Facilitator Action

• Encourage the group to name the change as a loss that must be grieved over and to talk extensively about it.
  
  
• Structure a time when the group can explore the change and see if they have legitimate challenges to it.  Too much might have been “thrown out.”
  
  
• Structure a time for the group to work on their charter in light of the changes and new assignments they have.
  
  
• Acknowledge time for the group to “grieve” the passing of the old and to take on board the new.
  
  
• Help the group to understand the change process and to objectify their experience of it.
  
  
• If possible, ask more senior supervisors/managers to come to the group to explain the larger picture and the rationale for the change and to listen to their concerns.
  
  
• Create some non-work situations where the members can begin to get to know each other on a more informal basis.

Other Group Facilitation Methods Course articles