Diagnosing The Development Stage of Your General Agency

As a general agent, your job is to motivate, educate, and support a group of agents so that they can support their families and so you can support yours. Often times, it is better to use more than just your head to identify problems and solve them, and your best resources are your agents. You have probably tried this at times, and been frustrated. But there is hope. You can use the table below to diagnose where you stand as a team. If you diagnose correctly, you can persuade your agents to have patience with each other while you slowly elevate the performance of all of them.

(Stone Hill is still looking for the authors/sources of this information so that it can be properly attributed.)

Table of 5 Phases of Group Development

Common Operating Characteristics During Stages of Group Development
 
  STAGES
ISSUES I MEMBERSHIP II SUBGROUPING III CONFRONTATION IV INDIVIDUAL DIFFERENTIATION V COLLABORATION
Atmosphere and relationships Cautiousness Greater closeness within subgroups Close within subgroups, hostility between subgroups Confidence and satisfaction Supportive and open
Goal understanding and acceptance Unclear Some greater clarity, but misperceptions likely Fought over Agreed upon Commitment
Listening and information sharing Intense but high distortion and low sharing Within subgroups, similarities over perceived Poor Fairly good Good
Disagreement and conflict Not likely to emerge; if it does, will be angry and chaotic False unanimity Frequent Based on honest differences Resolved as it occurs
Decision making Dominated by more active members Fragmented, deadlocks Based on power Based on individual expertise Collective when all resources needed, individual when one expert
Evaluation of performance Done by all, but not shared Across subgroups Highly judgmental Done as basis for differentiation but with respect Open, shared, developmental
Expression of feelings Avoided, suppressed Positive only within subgroups, mild ‘digs’ across groupings Coming out, anger Increasingly open Expressed openly
Division of labor Little, if any Struggles over jobs Differentiation resisted High differentiation based on expertise Differentiation and integration, as appropriate
Leadership Disjointed Resisted Power struggles common Structured or shared Shared
Attention to process Ignored Noticed but avoided Used as weapon Attended to compulsively or too uncritically Attended to as appropriate
Posted in Business Development Tagged with: , ,

Leave a Reply

Your email address will not be published. Required fields are marked *

*