The Electronic Discussion on
Group Facilitation
Process Expertise for Group Effectiveness
Moderator: Sandor P. Schuman


From the Electronic Discussion on Group Facilitation

Date: Tue, 30 Jul 2002 16:43:44 -0700
From: Tree Bressen <tree@IC.ORG>
Subject: [GF] team-building resources, compilation

Here is the original query from Becky Schaller at Sonora Cohousing,
followed by a compilation of the suggestions people sent in response.

Original Post:
"Most of what I read about group facilitation seems to pertain to larger
groups and not committees. I believe that in our community, we need to pay
more attention to how the committees are working since that is where
relationships are getting strained. Because these groups are so much smaller
than the larger general meetings, they tend to be more informal which some
people really like. Does anyone recommend any resources which address
questions about how committee members can best work together?"


(1) Karen Hannan

I suggest you include "Reaching for Higher Ground in Conflict Resolution"
by Frank Dukes et al.

This isn't really a teambuilding or small group facilitation book per se,
but I think it gets to the heart of why some committee member relationships
break down and what could be done to prevent it from the "get go" (or
perhaps to fix the issues if they've already arisen). The authors have
taken a look at the whole concept of working agreements and pushed it
another notch by advocating for more explicit, deep and shared commitments
-- they encourage people to work toward not just reaching common ground,
but "higher" ground. The book offers practical "steps" or things to do in
a range of situations and back it up with great demonstration

(2) Robin Gast

More Than 50 Ways to Build Team Consensus by R. Bruce Williams was
recommended to me through this discussion group a few months ago when I was
searching for a team building exercise. I have done at least one of the
exercises in the book with great success (IMHO). It is currently out of
print but can be found on the internet.

(3) Kimberley Ann Klint

"Essential Elements of Facilitation" by Priest, Gass, and Gillis. I think
it is now out of print in most places, but I hear it is coming back in a
new edition soon.

(4) Jeffrey H. Goldberg

The work that I do is mostly team building related, and is primarily
experiential in nature. The resoureces that I keep going back to interms of
books is anything written by Karl Rohnke, and specific books are Islands of
Healing,, Processing the Adventure Experience, and A Manual for Group
Facilitators (by the Center for Conflict Resolution).

* * *

The other items people sent in were recommendations of standard
facilitation material which they thought would also be applicable to
team-building: Dynamic Facilitation as taught by Jim Rough, Sam Kaner's
book on Participatory Decision-Making, and the work of Chris Argyris.

By the way, while A Manual for Group Facilitators (mentioned in #4 above)
was originally published by the Center for Conflict Resolution, it went out
of print for a long time until it was brought back a few years ago by
Fellowship for Intentional Community. It is now available through FIC
online at, or call 800-995-8342. (I'll also mention that FIC
would like to give the book an overhaul before its next reprint and is
searching for a volunteer to create a new cover design, so if anyone out
there knows of anyone with the talent and time to help, they can get in
contact with FIC at 800-995-8342 or email



Tree Bressen

Date: Thu, 1 Aug 2002 07:20:16 -0400
From: Dora-Lynn Davies <ddavies@BMTS.COM>

Another little handbook that may be helpful is called Team Work and can be
purchased from Goal QPC.

Date: Fri, 9 Aug 2002 07:35:48 +0200
From: Jon Jenkins <>

I believe that the best book on teambuilding dynamics is Katzenbach and
Smith's "Wisdom of Teams".

Date: Sun, 18 Aug 2002 14:51:14 -0400

From: Jo Nelson <jnelson@ICACAN.CA>


Bruce Williams'  book "More than 50 Ways to Build Team Consensus" can be

bought through ICA Associates at <>.  We use it extensively in

our own work, recommend it to our trainees, and I believe we still have some

in stock.

A previous compilation of unknown date:

Several weeks ago I asked for information on team building. I received many responses.  The complete list of reponses follows.

Thanks, Rose Wentz


Team building training and consulting is part of what I do.

Please email me your address and I will send you my brochure, etc.


Charles K. Markline, Ph.D.
Leadership Forum
1300 Quarter Horse Trail
Santa Maria, CA 93455


If you're interested in the emotional component of team building, etc. I

invite you to visit our Web site ( Until you

address individuals' reactions to others, the task, and the process,

learning, as well as leadership, will be deminished.

Our process is foundational: tools to self-manage reactions and unleash

creativity, enhance communication, manifest core values in the midst of

challenge and change, improve decision making and problem solving and

promote well-being.  Our Web site gives details how these outcomes are

achieved and documents our physiological and psychological research the

supports the tools/techniques we've developed.

Kim Allen                 P.O. Box 1463            408-338-8700

Institute of HeartMath    14700 West Park Ave.     408-338-9861 fax

A nonprofit corporation   Boulder Creek, CA 95006


Received: (from gough@localhost)

I can send you some information if y ou will send me your address.  Most

of our clients use the team courses as part of an intervention for

implementing qulaity in there organizations.  We could possible arrange

for him to attend one of these sessions.


For team training I recommend that you contact Bill McGrane of the

McGrane Self-Esteem Institute.  He has been conducting team training as

well as programs on comunications, self-esteem, motivation etc. for a

long time.

Bill can be reached at

McGrane Self-Esteem Institute

P.O. Box 17406

Covington, KY 41017

Tel: 606-341-2216

Tel: 800-341-3304

Fax: 606-341-0358


For the kind of need you identified, I suggest checking in Zenger Millers

Team Leadership and Team Effectiveness programs. I'm not sure how large a

company you are representing, or where you are geographically, but Zenger

Miller has partnerships with community colleges across the country that help

to make Zenger Miller's high quality programs available to smaller companies

(less than 500 employees) in a more cost effective manner. If you are a

smaller company, check with your local community college to see if they are a

partner. Or, you can call the Zenger Miller Education and Economic

Development Office in Dallas, Texas. The VP & Executive Director is (Mr.)

Terry Crist. His number is 214-490-4922. If you leave a detailed message, he

will be sure to forward it to the right place for a helpful response. Tell

him that I suggested you call. If you are from a larger company, Zenger

Miller is still worth a look (you may even be able to use the partner network

for a pilot run before you make a full commitment). E-mail me back if you

have any questions I can help with. I am a certified trainer with Zenger

Miller and I have worked as part of the partner network for the last few

years providing training through a community college in Vermont.

Laura Lind-Blum


From Frank Bell

 I have found the Personal Profile System and its sister instrument,

 the Interactive Personal Profile System published by Carlson Learning

 to very efffective in guiding persons to identify their individual

 strengths and weaknesses and developing strategies for blending

 blending and compensating for them.  The instruments are easy to

 administer, can be scored by the participants, and very credible to

 participants.  They also have been extensively validated.


You might want to take a look at Orchestrating Team Performance from Tracom.

It is a reseached based program that focuses on developing the team leader.

Their research shows that high performance teams are usually led by someone

who can manage the relationships, methods, and has develop specific team

leadership skills. In addition to learning the "how to", before a leaer can be

expected to improve team performance, he or she must know what skills the

team currently possess.  Coupled with the program is a team performance

survey that provides the answers. Their research also indicates that teams

have different phases of evelopment, with different leadeship skills required

at each state.  The survey which is filled out by all team members including

the leader, gives a clear indication of which of the three stages the team is

currently in.

What's nice about OTP is that other programs force you to buy the whole

package, and OTP allows you to take only the training your people need.  If

you would like a brochure, please send me your fax number, and I'll send you

an  overview, and a white paper on team leader development.



Our "The Path of Dialogue" or "People Skills" training

programs might work. Need more information before a recommendation or


              Michael Thomas

             Pathway Learning

           320 West Lloyd Street

          Pensacola, Florida 32501

Voice 904-435-1000          Fax 904-432-7401

    "The Path to Organizational Vitality"


Best leadership training I've found is from Dr. Beverly Smallwood with

Smallwood and Associates.  Phone number: 601-264-0890.  Email:


Ideas for teambuilding, focussing on maximizing individual members & their

relationship with the team:

We at Human Synergistics have been helping teams for 25 years -- you may know

us by the Desert Survival Situation, our most popular survival simulation.

Our simulations help you to:

Achieve greater cooperation among team members;

Improve planning and goal setting;

Enhance team productivity;

Encourage participation and commitment in work teams;

Increase the quality of decisions;

Work together toward effective solutions.

These hands-on exercises present your teams (intact or ad hoc) with either a

survival situation or a business-related situation.  They are designed to draw

out interpersonal skills like:  listening to others, supporting their efforts

to do well, differing with others when necessary in a manner that is

constructive, and participating in group discussion, and rational skills like:

analyzing the situation at hand, identifying objectives, considering

alternative strategies, and discussing adverse consequences.

The survival and business simulations encourage leadership and innovation and

are memorable, hands-on, interactive, and inexpensive.  We also produce a

diagnostic instrument called the Group Styles Inventory (GSI) that measures

how the team's members felt they worked together.  The GSI identifies the

thinking and behavioral "styles" of the group, e.g., competitive, avoidant,

dependent, affiliative, etc.  All of our diagnostic instruments are

scientifically valid and reliable.

If you'd like more information, please feel free to contact me.  Also, feel

free to include my contact information in your summary posting for others!

Thanks for your interest!

Lesley Carmichael

Human Synergistics International

39819 Plymouth Rd., Plymouth, MI, 48170

tel: 800/622-7584  313/459-1030  fax: 313/459-5557



I'm not sure if you are looking for an off-the-shelf program or something more

tailored to your needs, but I thought I would offer the name of an

organization we use.  They are called High Impact Training and our located in

Red Bank NJ.  Their number is 908.219.7300.  The director's name is John S.

Majeski.  We have used them for a number of years to design, develop and

run programs for us with very good results.


Bill Hetzel


Looking for "teambuilding training" may be a lost cause.  "Teambuilding" is

an Organization Development intervention that normally takes two to three

days and involves getting the "team" aligned around a shared sense of purpose

to which they are committed in spirit.  This is done by focusing on

individual visions and shared values, along with developing trust.  You can't

get that from "training."  If you would like to explore this more, and the

results (hard data) that we have achieved, let me know.

Duane C. Tway, Ph.D.

Consultants for Organization Response and Effectiveness (C.O.R.E.)

7022 E. Hacienda Reposo

Tucson, AZ 85715-4919

Ph 520 721-6642

Fx 520 721-1398


HRD press has a bunch of training programs (too numerous and diverse to list

here) in their current catalog.  For more info., contact them at (800)



If you are looking for a canned, off the shelf program you can

delete this message now. If you are looking for someone who can develop a

program to meet the specific needs you have I might be of some assistance.

I have been doing team/group building for over 18 years now.

Lately I have been working with self-directed work teams (lately I mean

4 years).  If I can be of further assistance please let me know.

George Takacs

Takacs Techniques

Largo, MD


Why not take a look at our best-selling 50 Activities for Team Building.  We

offer a 30-day no-obligation review and it covers most if not all of the

areas you outlined.  Send me an Email with your postal address and phone

number and I'll happily send you a copy.




VIMA International does a number of team building training events.

Our recently published book, LIGHT BULBS FOR LEADERS;  A GUIDE BOOK FOR

LEADERS AND TEAMS  is illustrative of our theory and practice.

We do workshops and work group process consultation.  We also do behavioral

business simulations that allow individuals, or in tact group/teams, to learn

more about their own individual and group behaviours and set forth an action

plan for the future.

These training events really allow the person to behave as they most

naturally do, and then experience about 15 hours of debriefing, making

identifications of behaviours and dynamics and finding applicability to the

actual work situation.

I would invite you to discuss more thoroughly with me the value of these

development sessions.  They fit well your major points about complexity and

the importance of the individual.

The simulations mirror complex organizational reality; our practice believes

that it is the individual who learns and team, not the organization.

Therefore we focus well on the individual's ability and responsiblity to lead

in the formation of teams.

John F. Dold



Interact Performance Systems has several excellent behavior modelling-based

training programs that are very reasonably priced. Their methodology is

outstanding, and their videos are the very best available.  In particular, I

might suggest you look at the following programs:

- Interact (Interpersonal Problem Solving for managers/supervisors)

- Teamwork (Team Chartering, People Skills, Group Process Skills,

  Analytical Skills)

- Influence (Peer-to-peer interpersonal problem solving skills)

- Performance (Performance management skills for managers)

I used them personally at Mutual of Omaha for the last 6 years when I was

Corporate Training & Development Manager.  Interact was our most popular


If you're interested in getting more information, get in touch and I can

provide greater detail.

Joe Lipsey


Leadership Solutions, L.L.C.


402/431-1771 (fax)



We specialize in team development and use several assessment tools as well as

experiential (adventure-based) training.  Please contact us for further

information:  Louise Korver, Corporate Learning & Development, Inc., 1139

East Putnam Avenue, Riverside, CT  06878-1141 Ph 203.637.6755 Fax



You might consider putting together a training from our TEAMBOOK: 27

Exercises for Enhancing Work Groups. You can purchase the book from

OD&D: 1-800-633-4533.


I'm an authorized distributor for Carlson Learning Company.

We believe that instrumented learning is one of the most effective ways to

get people from being passive listeners to engaged learners for individual

and organizational results. The Carlson Learning Company tools are an

integral part of our tailored programs.

One of our most popular learning instruments in the Dimensions in Leadership.

The Dimension of Leadership Profile allows participants to explore

leadership from three directions: self as leader, another person as leader,

or the need for leadership in a particular situation. Once the direction is

taken, the profile guides the learner in their personal assessment in four

broad aspects --- Character, Analysis, Accomplishment and Interaction.

Finally, learners determine how they value 12 specific dimensions of

leadership --- enthusiasm, integrity, self-renewal, courage, perceiving,

judgment, performing, problem solving, team building, collaboration,

inspiring, and serving others.

This profile helps people in several ways:

discover personal leadership characteristics and values

define primary qualities they value in their leaders

develop an understanding of the leader-follower relationship

encourage acceptance of different approaches to leadership

match leadership approaches to organizational needs

recognize strengths in shared leadership

The facilitators kit comes with everything you need to administer the

program --- a facilitators manual with research data, a scripted seminar, a

highlighter, transparency masters, reproducible handouts, 2 Profiles.

Let me know if you're interested in a complete brochure and/or sample of

this distinctly, effective learning tool.

Ms. Pat Weber, Professional Strategies Inc.

      Sales, Customer Satisfaction and Team Skills Programs

 Try our www page for articles that unlock mysteries ...


We have used adaptations from IBM's TeamPac training for teams, which is a

set of 26 modules that follows a team from forming through to performing.

It is now done at one time but during the lifespan of a team.  The Atlanta

contact we have is Mark Meredith at 404-238-2747.  We have also done

extensive in group consenses facilitation methods done by the Institute of

Cultural Affairs.  They do public and private training seminars.  You can

reach them at their Phoenix office at 602-955-4811.  I would love any info

you get back from others.  Thanks and good luck!


One of the best and most complete progams I

have seen is from Tercon out of Kansas.  I did not have the

opportunity to see it before we took on our project, but in hindsight

sure wished we had!  Their client list includes several US agencies if

you'd like to get some references (Dept of the Army, Dept of Commerce,

          Housing and Urban Development, Justice, Environmental Protection

          Agency, Dept of State, and the FDA).  You can reach Tercon at


          Jay Terry is the CEO and Chief Consultant


North Carolina State University is two years into implementing Continuous

Quality Improvement through teamwork.  We train in-house facilitators for

our teams.  Two references we provide all our departments:  "Team

Handbook" by Joyner and "Memory Jogger" by Joyner as well.  I am looking

at other institutions curriculum and find we are all remaking the same

wheel on many or our in-house training modules.  Are you looking for

information to develop your own courses, or are you trying to find referrals

for already developed courseware?

Eleanor Gerwels

NC State Human Resources

Training & Development

FAX 515-7543

PHONE 515-6371


Karen Kelley responded:

You might try something like Personal Insight Inventory from Insight

Consulting, Inc. in Dallas,Texas or Atlanta, Georgia.  It is based from the

work of Jung, Lewin, Allport, Marston, Luscher and DeBono combined and is

an instrument which depicts behavior needs, expectations and preferences.

It is depicted through colors which makes it very easy to see how someone

likes to behave, what they expect from themselves and others and what they

need to be comfortable in their world.  It's a great communication and

teambuilding tool.

To add to what Karen suggested, I would recommend the Personal Profile

System, an instrument marketed by Carlson Learning Company.  It too is based

on the work by Marston.  The Personal Profile System provides an analysis of

understanding yourself and others in a specific environment.

The profile depicts four distinct patterns:

          D   Dominance

          I   Influence

          C   Conscientiousness

          S   Steadiness

We have successfully used this instrument to break the ice so to speak, and

to get our teams thinking, focusing, and appreciating the differences in

personalities and behaviors of various team members.

The key is to focus on blending the different styles.  I know this might

sound like a course on diversity, but it appears that your team is stuck in

the second stage of team development:

          1   Forming

          2   STORMING

          3   Norming

          4   Performing

Helping your team see through the differences (strengths and weaknesses) of

each style may facilitate a growth spurt to the next stage.

Good luck on your project.


We also are placing increased emphasis on training.  We've gotten

excellent results using experiential education as a corporate training

tool.  We have a program "STARLIFTER ADVENTURES:  The Quest for

Quality" that has gotten raves.  In fact, we've been invited to

present at the Association for Experiential Education's 23rd

International Conference this fall.

We are interested in finding new benchmarking partners, within and

without the government to exchange ideas & share lessons learned with.

If you're interested, please let me know.

By the way, "we" are the C-141 System Program Office.  We have

maintenance, repair, modification, and world-wide logistics support

responsibilities for the C-141 STARLIFTER.

Gary Lister

(912) 926-2777


I'll be sending the information about Odyssey Seminars and our work in

conflict resolution and mediation training as well as information about the

coaching piece.  Your address is not included in the previous post; please

email it to me when convenient.   Dina Beach Lynch

Odyssey Seminars

171 Walnut St.

Boston, MA 02122

617 287-0347


My firm conducts team training on many of the issues you describe including

self-directed team implementation.  We're located in Baltimore and we have

worked with educational institutions as well as Fortune 200 manufacturing

firms.  We would be interested in talking with you to see how we could help

your organization.

Mary Ann Kmetyk

Applied Performance Strategies, Inc.



I work for DDI, Development Dimensions International, a human resource

organization which specializes in selection and assessment, training

and development, and organizational change.  We have dealt with

virtually everything on your list. I'd like to help you by having you

e^^mail me, or calling me at 412-257-5376, or you can access our website

on the www at <>.  I'd be happy to help you

with additional information!!

Good luck!!


A very comprehensive list, may need to do some prioritization of what it will

take to get teams up and running and then do some ongoing team development A

firm in New Jersey, Sherwood Consultants is doing some wonderful work in

helping organizations move to a team based structure and has excellent

customized programs that addresses the principles in the Smith and Katzenback

book Wisdom of Teams. They have also developed a team tool kit that can be

used by internal consultants, trainers , team leaders and team members to

improve their effectiveness in many areas covered in your list.

To contact Sherwood, call 201-808-1166.



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