What the Heck is Group Dynamics?

And What Does it Have to Do with Mastermind?

A favorite subject for psychologists and other folks who study human behavior is “group dynamics”, a “psychobabble” term for the way people relate to each other in groups. In fact, hundreds of thousands of scholarly pages have been written on the subject.

It’s not too surprising. After all, psychologists are human beings themselves. Each of them, and each of us, began life as part of a group: our family of origin. Every one of us, whether we were welcomed and cherished, or our arrival was an unhappy surprise, had to find our own place in the family group. If a younger sibling followed us, or an older sibling went off to college, if a parent left or a grandparent moved in, we had to struggle through the family shuffle and redefine our role.

As we got a little older and began to move outside the perimeter of our original family, we became members of other groups. We were one of the playmates on the playground, and one of the students in our class. We were part of a sports team, or a school band, or a science club.

Now that we’re grownups, we are members of groups in our workplace, and part of the organizations we join. We feel our way to a comfortable place among our group of friends. And, of course, we form our own new families, either through marriage and parenthood, or through other close, enduring relationships.

So why are we, as members of a Mastermind group, interested in what a bunch of psychologists and social scientists have to say about group dynamics?

Well, aside from their common human experiences, psychologists have another reason to find groups so fascinating. Years of observation have shown that all of us operate differently in groups than we do in solitary situations. Groups come together and take on lives of their own. In fact, a group is a separate entity with its own power to shape and affect our behavior when we are together.

If we can understand this process, at least to some degree, we’re more likely to have a successful Mastermind group, and to enjoy the experience.

Here is another closely related psychological principle. Lots of times, we aren’t feeling what we’re feeling for the reasons we think we’re feeling the way we feel.

Did you get that?

It refers to the unconscious, a part of us that operates below the surface. Every emotion we feel in every event throughout our lives gets stored in our unconscious mind. Then, when we aren’t paying attention, something happens in our present day reality that triggers one of those old feelings. Our unconscious responses frequently affect our experience in life and in groups, including our Mastermind groups.

Few people grow up without having at least some unpleasant group experiences. Maybe our family situations were painful, at least some of the time. Maybe we remember being left out when teams were chosen on the playground or the sports field. Some of us were teased by classmates, or even teachers, for being too smart, or not smart enough, or for being “different” in some way from the other kids. As grownups, most of us have dealt with “office politics” or the jockeying for position that always seems to be present even in church and community organizations.

On the other hand, however, most of us have also experienced the positive power of groups. Anyone who has been part of a winning sports team, or a member of a math team, or an actor in a play, or participated in a food drive, knows the pleasure of contributing to a group accomplishment. Groups allow us to learn from each other, support each other, and accomplish more together than any one of us might accomplish alone.

There are lots of different kinds of groups (in fact, any time two or more people are in each other’s company, a group exists). Some of us have participated in therapy groups or consciousness-raising groups. Mastermind groups are considered “task groups”. Task groups are formed to accomplish a certain body of work. In the case of the Mastermind group, that purpose is usually to support the goals of the individual members. Those goals may be either business or personal, or a combination of the two. I have spent several years in two very different Mastermind groups, and I think they are most effective when they allow members to request support in both areas of life.

Over the years, psychologists who specialize in studying group dynamics have developed many different ways of analyzing what happens among group participants. One of those people is Bruce Tuckman, Ph.D., and his work gives us a simple framework for looking at groups.

Dr. Tuckman describes five phases in the development of a group:

Forming

Storming

Norming

Performing

Adjourning

These phases of development do not necessarily happen in a sequence. To some degree, they often overlap.

During the “forming” period, members are getting to know each other. When we join a group, we want to be accepted, so at this stage all the members usually avoid any controversy or conflict. On a deeper level, we are closely observing each other and forming conscious judgments and unconscious impressions. These deeper impressions will be very important as the group moves forward.

While the group is “forming”, not much actual work gets done. A good way for members to move quickly and successfully through this period is to use some introduction activities that help people connect with each other.

Next is the “storming” period. This is when the members begin to come into conflict. The conflict can be over any issue, but it’s good to understand in advance that in groups, conflict is inevitable. It is guaranteed. This conflict may be out in the open, or it may take place below the surface. Frequently, the real issue is around who in the group will hold power, and how differences will be resolved.

For those of us who are members or facilitators of Mastermind groups, it can be helpful to understand several issues that come up during this period. The first is the issue of roles. By the time members join the Mastermind group, they have generally settled into their most comfortable “group role”. Some people are leaders, and depending on their experience and insight, some of the leaders may engage in a struggle for power.

More emotionally mature leaders will step forward to lead in some cases, and allow others to lead when appropriate. Some people prefer to be followers, but everyone in the group wants to understand what his or her contribution will be, and to be valued as an important member.

Another issue is “transference”. Transference is a psychological term that describes the process of unconsciously relating to another person as though that person were someone in our past. Here’s a simple example. If you are a woman who had a dominating father you struggled to escape, or a domineering husband you managed to leave in your past, you may have a hard time dealing with a group member who is a strong male leader. It may be hard to see him as a separate personality with his own particular good qualities.

You may be a man who finds that another member reminds you of an old girlfriend who was manipulative in your relationship. It will be difficult for you to sort out your unconscious response to this person from the present moment reality.

Transference is a real phenomenon, and it takes place all the time in all our life situations. Struggles for power happen all the time, too, often very politely. A lot of the time, we remain largely unconscious of these processes. But because groups – all kinds of groups – recreate for us our family of origin, they tend to bring every issue to the forefront in a very powerful way. One thing that is very helpful in avoiding tumult during the “storming” period is to agree on the group structure, roles, and expectations early on.

Sometimes we enter the Mastermind group with pre-existing relationships. Sometimes two members become friends outside the group. At times the men in a group may naturally treat each other differently than they treat the women, and the women may feel excluded. At other times, the women in a group may identify with one another, and the men may feel excluded. It’s important to hold the Mastermind meeting as a sort of “sacred space”, where everyone is equal and included.

During the “norming” stage, the discord settles down. At this point, we as members are clear about the structure, goals and tasks of the group, and we have a good idea of own part in the group process. We have come to appreciate each other and feel genuinely supportive of each other. We’re willing to put aside previous judgments. At this stage, the productive work of the group really begins.

Two things must be remembered about the “norming” stage.

First, if there is any confusion about the structure and operation of the group, we as members will feel off-balance and uncomfortable. For example, if some members of the group are consistently late, or miss meetings, these issues need to be addressed. If the group is going to function smoothly, the structure must be absolutely understood and agreed upon by everyone, and everyone must actively “buy in” to the operating guidelines.

Second, we need to remember the group has worked very hard to reach this current level of accord, and it is important to understand that any change will feel threatening to the members. For this reason any decision such as changing time or place, the format of the group, or accepting new members, needs to be talked over openly. For the group to remain happy and effective, every member must “buy in” to the change. Also, if new members are accepted, the group will “re-do” the earlier stages, and that is an important reality to consider as membership decisions are made.

During the “performing” stage, the group is functioning well, and members feel at home and productive. We as group members depend upon each other, and are secure enough to be flexible. Members flow easily in and out of their roles, according to the needs of the group. There is a feeling of belonging, pride and loyalty to the group. Because of the high level of comfort experienced in the group, members suddenly find they can accomplish great things. Nevertheless, at times the group will fall back into a “storming” phase, and members will be challenged to resolve new issues.

Eventually, every Mastermind group will dissolve, and this is called the “adjourning” stage. The decision to end the group is difficult, because it involves change and loss. Depending on our own individual experiences, this stage can bring up unresolved feelings of loss and grief from earlier in life. Group members are often surprised to find how sad they feel, and may even want to deny the feelings. It is important to acknowledge and respect the adjourning process, and to talk about it openly. It is often helpful to have some ceremony celebrating the accomplishments of the group.

One of the foundations of group dynamics is the idea that we are all moving forward and improving our ability to have satisfying relationships. If we were lucky enough to come from a family of origin where communication was open, honest, clear and compassionate, we start life with an enormous advantage. Those lucky people are a definite minority (psychologists estimate no more than 80% of people grow up in highly-functional families). The rest of us learn as we move through life. Participation in a Mastermind group is an opportunity for us to grow as individuals, and lovingly support our fellow members in their growth.

When we as members of the Mastermind group understand group dynamics and pay attention to what’s happening “under the surface”, at the unconscious level, we have the very best opportunity to reach the “performing” stage and achieve our individual and group goals. We also maximize our chances of success when the group members reach early agreement and clarity about goals structure, rules, and roles, and when we agree to treat each other with understanding, tolerance, kindness and honesty.

by Jillian Coleman Wheeler, Internet Business specialist, grant expert, and co-author of Your Internet Cash Machine: The Insiders' Guide to Making Big Money, Fast!