Leadership Small Groups are Key to Culture Change
Book giveaway!!
20 complimentary copies available.
Leave a comment on this guest post by Art Barter to become eligible to win one of TWENTY complimentary copies of “The Art of Servant Leadership II: How You Get Results Is More Important Than the Results Themselves.”
(Deadline: 5/19/2018)
*International winners will receive digital versions.
In my journey of transforming a corporate culture to one that is servant-led, I’ve learned the value of leadership small groups. The purpose of leadership small groups is to create a safe environment for leaders to discuss the challenges they are having in changing the culture.
In our company, Datron, anyone with a manager or above title is required to be part of a leadership small group. Groups are made up of 8 – 10 leaders and meet monthly for 1 hour. Through these groups, the culture change process is accelerated as trust is built within leadership teams.
Small group attendance at Datron has become a welcome part of our leaders’ responsibilities.
Tips for establishing small groups:
- Group members must understand whatever they hear or share is confidential. What’s shared in small group stays in small group. This provides a safe environment for leaders to share their struggles and successes in changing company culture.
- Do not require an agenda and or any reporting to upper management. Encourage people to seek advice from each other and share their stories. Leaders will gain solutions to problems and build stronger relationships between each other and their departments.
- The group should be made up of peers. You can’t be in the same small group as the person you report to.
One unexpected outcome of our small groups was with on-boarding new leaders. We found it’s a great way to introduce new leaders to their peers and help them learn about your culture and where the company is headed.
Your organization will be stronger when relationships are built through the leadership small group format. Culture change will take hold in your leadership team and your organization will be better because of it.
What suggestions do you have for establishing or running leadership small groups?
BIO
Art Barter is CEO of Datron World Communications Inc., a radio equipment manufacturer. Starting in 2004, he and his team transformed Datron from $10 million in annual sales to $200 million in just six years by putting into practice the behaviors of servant leadership.
Art also is CEO and founder of the Servant Leadership Institute (SLI). Author of Farmer Able and The Servant Leadership Journal, Art’s latest book is a how-to for implementing servant leadership in any organization: The Art of Servant Leadership II: How You Get Results Is More Important Than the Results Themselves
As a business analyst, I find this very interesting. My role is often as a servant leader, and it’s easy to feel discouraged when you are asking others to do work and you have no direct authority over them.
The book you recommended a couple months ago speaks to this in a great way – The Culture Code.Thanks for your daily leadership input! I’ve recruited several others to subscribe.
This is a great concept. would love to delve more into moving away from the corporate ladder idea into the helping each other motivation. We spend so much time with each other in our work environment that having a small group safe concept would be so welcoming.
What better way to enter a clumsy solution space and effect change through emergent leadership.
Yes, please, Sign me up!
I heard on a podcast once, “If you focus on results, you will get results; but if you focus on people, you will get the people and the results.” I was reminded of this quote when I read the title “How you get results is more important than the results themselves.”
Emergency service work is the same. its a plus that so many come from the military as well. We do for others what they are unable or unwilling to do for themselves. That is what a servant is. One head shaker lesson this month is we are to serve those above and below our rank or place in life. So many get that wrong.
I quite concur with you on the idea of imbibing military leadership values. As a Leadership Development Consultant and Trainer, my observation over the years is that many leaders do not see leadership as serious business, the awareness of the responsibilities of leadership is quite low. The interest is often more in the position and the benefits that come with it. In the military you must know what you are doing or your life and those of others would be at risk. I wish leadership in the private and public sector would be taken that seriously.
Military leadership is based on a concept of duty, service, and self-sacrifice; they take an oath to that effect. I encourage corporate leadership to recognize and place high value on the military culture’s training towards generosity and self-sacrifice. Tie selflessness with the adaptive capacity, innovation, and flexibility demanded by dangerous contexts, and one can see the value of military leadership as a model for leaders in the private sector. The value and lessons learned regarding Leadership in small groups is spot on.
Very interesting concept! Thanks for sharing.
Leading by serving, cant wait to read the book.
I love this idea and wish I had these in my organization as I am in middle management and would love to have a formal (yet informal) space and opportunity to chat with other middle managers, without an agenda. This concept reminds me of the collaborative taking place in k-12 schools called Professional Learning Communities. I recommend many of the PLC strategies for a leader small group. One such strategy is establishing norms from the very beginning. Norma related to technology use during meetings, confidentiality, etc.
Servant Leadership – role modeled by the ultimate leader Jesus Christ. Would love to have a read.
Following the Toastmasters model where the leaders are servants, ie the upside down pyramid is something that could very well be applicable to the business model especially in small groups.
Following the Toastmasters model where the leaders are servants, ie the upside down pyramid is something that could very well be applicable to the business model especially in small groups.
Leading by serving may be counterintuitive to many, yet it makes great sense. I agree that how you get where you’re going is more important than just getting there. Looking forward to reading about this viewpoint on servant leadership.
How is always the road to success. It drives the ways we intentionally craft conversations as we both listen to and for. This sounds like an important gift to all of us who are in the practice of leadership coaching. Thank you for bringing it to our attention.
This is something I have thought of for so long, but I was never sure of how to do it. My mistake it seems was to make it too formal. Going to attempt it again!
This sounds very much like a Mastermind Group, which is a great way to learn from others and share their own experiences. Additionally the importance of strong relationships, while often overlooked in business, is so important to the success of any organization. Through these types of activities, trust can be built between leaders and departments. Thank you for a great post!
Leading with humility is so important when working with high performing talent. It is a constant struggle and I think that having a peer support group would be fabulous. It would be a great forum to get feedback and discuss new ideas. Sign me up for the book draw!
Servant leadership is indeed a worthy and worthwhile approach to leading. This is a novel idea of ‘small groups’ within a company to influence culture change.
I’m seeing more and more of this approach. Even on the global level where autonomy is given to separate divisions of a corporation. It will be interesting to see the results.
Very interesting. There is great value in positioning oneself with narratives outside of the mainstream view and without capitulation to the hegemonies that are taken for granted. Creating a culture within a culture so that all voices are valued, brings a greater sense of humanity into view.
Learning from other growing leaders in an indispensable tool in a leader’s toolbox. The small group idea has proven to be really successful in a number of companies and associations. Having just started a new role in a new company, I’m going to propose this idea and help shepherd it to fulfillment.
great insights.
I would love to read this book! Very thought provoking article!
Servant leadership and small groups sounds very much like the way my church is run. I’ve learned so much in my small group setting because it is real. I can relate not only to the people but also to their experiences. The concept works in that setting so I can see where it would be successful in business.
I see a small group as a means to know and serve one another. Sharing ideals, stories, receiving and giving encouragement, asking questions, and bearing each other’s burdens. Members must committed to be learners of one another. Each member should strive to be a emotional support person and encourage growth of each member. The group builds trust and willing to be a part of cultural change. A place where you feel free to express your concerns without intimidation or ridicule. The place where good things happen!
It’s important that not only have the group/team consist of peers, but also to have the individual members treat others as peers, with genuine respect for what each can offer to the group/team. Respect is essential to not only act ethically, but also to be a servant leader.
I think it would be helpful if the small groups had a short list of the words that describe the desired, new culture they are implementing. For example, at my college, we are trying to build a culture that’s represented by these five words.
–Professional
–Supportive
–Collaborative
–Challenging
–Innovative
So in the small group meetings, leaders can discuss what actions they took that supports various words and where they have fallen short.
See if the group is aligned with the way various leader actions can be viewed. One leader may think he/she is being supportive. Others may view it as micro-managing.
Small, cross-divisional leader groups have many advantages. I wonder, however, if the “What’s said in Vegas stays in Vegas” format truly encompasses trust within the company.
I’m looking forward to reading this! We have a lot of discussions about leadership and culture in my organization. I believe it will be a great tool as we work together to build a positive culture within our workplace.
This book sounds brilliant, simple and practical. The idea of small group meetings is powerful in action and reminds me the change and impact of tribes – close knit, supportive and accountable. Twinned with a spirit of action – learning, collaboration and sharing, there is no telling about how far social change can be achieved.
I’m absolutely ripping off this idea!
Very interesting.Culture change is very hard to do and sometimes the results take time to come. I am very interested in reading the book! Thanks!
As long as the small groups are made up of a cross-section of the organization, I see them helping with the ‘silo’ problem that many organizations seem to have. Not only will they help with leadership best-practice sharing, etc, they will hopefully help foster interdepartmental collaboration and learning.
Thank you for sharing.
Great tips for positively impacting culture in our organization. Thanks for the insight.
Yes. Please 🙂
Many churches have gone to this small group approach for the same as what you’re saying, to build community. I appreciate the books subheading, too; “results more important than the results itself.” Building community and the connections it creates pays dividends on ad infinitum. We are nothing without our relationships.
At our credit union, our leadership is based on the servant leadership model. We are also doing more “micro” learning through small leadership groups. So, this blog and your book was spot on for me today and an affirmation that we are doing some good things to sustain our wonderful culture. Thank you!
The more I read and think, then act and think, the more I see that my work is built on the relationships with other people – all across the organisation, all work areas, everywhere. Which means the very next task I do is impacted by how I am with others.
And people are human, so why would anyone treat them poorly. Either way, my effectiveness, enjoyment, productivity…others’ also depends on how we do our work together.
Amazing, as always! Small groups provide the opportunity for individuals to be seen and heard. Being seen and heard is the foundation for a willingness to then engage in building a relationship. POWERFUL!
I truly love this idea for a safe environment for peers to come together and support each other, determine best practices, even commiserate together. It can only strengthen the relationships at work!
This is a great suggestion for large companies, but I have a relatively small staff. What recommendations do you have for company with 5 to 10 people total in leadership?
My two home health companies are about 40 miles apart, and each office has about five people in it. Most are on a peer relationship basis.
Interesting concept. Would need more information on the practice to full implement in the organization where I work. Thank you.
At first I was thinking due to logistics I cant do small groups of equal level coworkers (supervisors). Then I heard that voice, why not. Nothing says it has to be in person. Maybe a group could VTC. Why do they have to be from my employer. There are other leaders in my community who could benefit from this. Ok getting outside of the box, stand by.
Servant Leadership is a core culture of the Boy Scouts of America’s Order of the Arrow – the national honor society of the BSA. To be chosen to become a member of the OA, a Scout or adult leader must complete a certain number of nights of camping in the last 2 years and be elected by their peers. Once a member of the OA, their duty to be a servant leader in their troop is paramount to developing their leadership skills.
Side note – I thought I had heard of Datron before, I carried a Datron P25 radio when in the wildland fire service over a decade ago.
What a great post, Dan! While the focus on organizational and culture change if often on “the masses,” the focus on small leadership groups initiates culture change and the leadership level. Leading culture change by example is much more effective than leading by rhetoric. Selfless, small group leadership groups open the opportunity to promulgate “service before self” throughout an organization. Who wouldn’t want to work there?
I believe it is Biblical (12 men)and I have seen churches use this format to build their community as well.
my introduction to servant leadership back in the 80’s occurred when one of my first HR mentors cautioned me upon my first promotion that “the higher up you go in the food chain the lower than whale poop (my word, not his) you are – your purpose is to ensure the success of everyone that reports to you”…and in so doing your ensure your success, and that of the organization that you also serve
I would appreciate having this book. I’m working continually on being a better servant leader. This would certainly help.
Great idea to provide an open environment to share ideas with peers without fear of recourse. This would open the door to other topics and ideas that would most likely not have been thought of otherwise. I would imagine this would start slow as folks would be hesitant and then get better over time as everyone feels more comfortable.
Hoping to join another organization soon. Knowing I will have my share of challenges as a new leader, I look forward to using small teams and servant-leadership to build trust with with my new peers and supports. Have used servant-leadership in past to help change culture and make long term improvements. I look at it like “Golden rule” principles” – do for others, as you would want your leaders/managers/supervisors to do for you.
I love this concept. I’m going to see if I can introduce this to the company I work for.
Great post. When hiring I have found two important steps to assist in developing a positive culture. Its who you hire and then making sure you put them around the right peers. This holds even more true for when we bring on a new supervisor. I can see how small groups could help support moving a culture in the right direction
Trying to change any organization is like turning a battleship. It is much easier if you can get small groups of like-minded individuals to carry the same change message to the masses.
I am an engineer by education and am a middle manager within our government. Some insight of my instruments includes Gallup Strengthfinder where my number one strength is Communication, am a ESTJ by MB and have a high self- actualization per my cultural circumplex and am an MBA. Does this sound like a case study for your next book? 🙂
Anyway, my organization has been working on change for about 6 years now and I believe we are shifting the circumplex to our ideal but it is a slow process. All managers within my division meet @ two weeks and I believe we speak frankly and mostly constructively however I would love a copy of your book to see if my perception is the correct reality and would like suggestions to ensure these meetings are all they can be to move the dial a little quicker !
My vibe tribe lives here on Freak Street. Just always good stuff. And I want a copy of that book!
This is a great idea, I have gone through various leadership training’s that implemented small groups and they were a big benefit, however they ultimately died off. This book on Servant Leadership really seems to hit on the importance of culture and teamwork and would be a great read!
Several years ago I heard a Judge who completely restructured his courtroom and based the culture on servant leadership. While disruptive to those who preferred the power and control format, there were many others that were indeed the benefactors. I work in an environment where these principles should be priority but with workload and many priorities … this can become lost. As I leave this to lead the development of a project across a wide territory, working with many leaders and those who will receive the services they provide to assist them, thank you for this timely posting …your simple but powerful quote … and affirmation on how to and what will result. Many … many thanks
Thanks for the offer Dan- be great to learn more from the second book. Roderick
THANK you for this information, it is timely for the work that I am doing at my college.
Great opportunity! Thank you for your words of wisdom and encouraging is to be better leaders!
Sharing this one with the Senior Leaders team i coach.
This is a great topic. Small group meetings can be a tremendous asset in making a culture change. If the midlevel managers and even informal leaders are convinced the organization believes in the culture shift they can provide the direction needed for the remaining workforce.
This is a great topic. Small group meetings can be a tremendous asset in making a culture change. If the midlevel managers and even informal leaders are convinced the organization believes in the culture shift they can provide the direction needed for the remaining workforce.
Dear Dan,
An interesting & thought-provoking post!
Liked the second tip of not having any agenda or reporting to upper management. Small peer groups can have a free flow of information and A collective thinking to resolve any problem with the guidance coming from a leader. A leader can transform the work culture by creating small groups of select staff department-wise and prepare them to follow good systems and ethics with a close observation.
A big change is possible by experimenting things in smaller groups and set the ball rolling for other groups to copy. A leader can demonstrate the salient changes as made and the benefits as accrued.
Like the relationship between trust and culture through leadership groups. Also, like the idea that pouring into your team will improve the culture of the organization. Great ideas and advice.
Servant leadership is not so much doing as it is being.
This is well done. I think many of us have small leadership teams but do we use “culture” as an on-going theme? Thank you for sharing this. Another book for my summer list!
I lead a small group of contact center leaders in an organization that is thirsty to re-invigorate our culture. I would love to share this book with these leaders to help them continue on their journey together.
Thank you for the tips on how the small group can be effective. I will share with them as well!
We are in the process of engaging middle managers in small groups – this book would be a welcome read to help us moving ahead to be sure what we say we are and do matches with what is really going on.
The idea of servant leadership changed the way I view my position at work and my role on the team. Thank you!
I wonder if being a servant-led organization is a prerequisite for establishing leadership small groups? My former organization was a very conservative command and control type leadership. It seems like putting people in positions of power in discussion groups would lead to reinforcing the current leadership culture whether it’s a good culture or a ban culture.
I feel that one critical piece of this would be to make the groups as diverse as possible. Different backgrounds create different approaches to similar problems.
What else needs to be done, and structures created beforehand to ensure that the desired/designed culture is cultivated rather than an alternative culture? Sounds like I need to read the book, huh?
This is a good discussion small groups is a context one sees in a number of Churches, relationship building, sharing burdens (in a confidential manner) and ushering the crowd (the small group) to help one thru life’s challenges.
I love the idea of leadership small groups! This would be so helpful in so many organizations. If I could forge more of a bond with my peers as opposed to sometimes feeling in competition with them, it would be beneficial.
I’m beginning to believe that servant leadership may be the only sustainable leadership approach in today’s work world.
Interesting. Of course! We do this already for Scrum Masters, and for Product Owners, to learn from and get inspired by each other . Why not also do this for any leadership not necessarily in an ‘Agile’ role? Good stuff!
I teach business and accounting at the community college level and there are many insights I hope to gain and pass on from this servant leadership perspective.
This sounds like such a helpful and practical idea for impacting corporate culture. I’ve started a book study group on a leadership book by John Maxwell with a group of high level managers at our company, and it has turned into something similar to what you are describing. It has been positive and helpful on multiple levels. Thanks for sharing about the idea of doing this with all managers.Sounds like a great book to read and learn more about this…
Since no agendas or reports are required to the executive team or a direct report, when the team faces challenges or has larger scale solutions, are they formalizing proposals? How does implementation take place?
Our leadership small groups all consist of at least one person that people report to or even an executive team member. I have often found this difficult to engage in solution oriented conversations in an open environment and counterproductive to the purpose.
Thank you.
This is interesting to me. I run a team of 18 stores, and it is a challenge to get the team sharing best practices.
This smaller group flows with the natural cliques that are formed, but gives them a purpose.
I will implement this, without having them report to me what comes from these meeting. My sole purpose is to get the teams to work together, for success and improvements.
I think this approach to team building has wonderful potential. It alleviates the risk associated with sharing your opinions in front of your own supervisor and would encourage risk taking. I firmly believe in the principle of servant leadership and think it is applicable in all different kinds of leadership environment. It lessens the danger of the leader pursuing personal agendas instead of the good of the team itself.
I’d be interested to learn more about this, especially if there is a good way to translate the concept for a small organization (less than 50 employees, 5 managers).
What a great idea. Our leaders are spread out geographically. We have really struggled with how to support new members of our team. Even if we can’t meet small group in the same physical space, we could start monthly on-line meetings to have these conversations.
Leading is relationship building and so much more. Would love a copy
My experience was quite negative – once the small group had to start bringing its culture/suggestions to the organisation as a whole, the individuals had no clout and were stymied piecemeal. If the suggestions were brought as a group, they were spun as being from a non-representative clique. If the groups suggested anyrthing too radical, it tainted small group work as a “breeding ground for the awkward squad”.
I just loved the whole concept of Servant leadership!
I am particularly interested in this subject because of the congregation I attend and work with. We are to be servants but could use some direction with the small group concept
I’m interested in hearing more about this and applying it to my organization.
Quoting: “Group members must understand whatever they hear or share is confidential.” This makes good sense – to encourage the open and frank discussion that enables the small group to cooperate well enough to be of help to those in the group. One of my favorite sources is Albert Einstein. One I use often is “If you can’t explain it simply, you don’t understand it well enough.” While the small group most likely don’t have the time to address at length every issue arising within the group, I’d expect some do, to the extent they can ‘explain it simply.’ If there is not an ‘anonymous’ version that can somehow be shared internally within the organization across small groups (or maybe, even better, externally), may I suggest such an option be considered. Likely would further extend the understanding too.
Wonderful advice on leadership of small groups
This is a great idea for developing leadership and sustaining culture change. I believe this doesn’t have to start at the executive leadership level, but is something that can happen at all levels of leadership in an organization. Looking forward to reading the book!
Excellent recommendation. We hear so much about servant leadership but not enough on how to implement it successfully. Small group attendance allows greater engagement and sharing by participants. With the recent barrage of White House leaks, sounds as though those staffers need to read this book!
Very interested in this, Keen for a copy to help us with Culture change and increase engagement within my team.
Thanks for the post Art. I was considering doing something like this and reading this today confirmed I just need to commit and do it! Thank you!
True leadership values are set when we clearly know how to deal with ourselves first before anything else. Trust cant be established if you dont know how to handle it. Thus such skills could only possibly be established as one has reached an elevated stage of selfawareness and understands how to deal with others and get others to comply as well to serve for a greater cause.
Teaching leaders how to collaborate also shows them the benefits of collaboration on their own teams.
Sometimes leadership in small groups works best with mixed abilities. In this case, the middle-ability members can bridge the gap for the others, and the high-ability members can help everyone. It really depends on the members’ personalities and their combined culture. If you find the high-ability members are resentful of their high-demand task or the low-ability people dominate to create a negative culture, switch to same-ability groups to be most effective.
In my experience Leadership Small Groups has also helped eliminate silos and diffuse competition for budget dollars as it starts everyone thinking more strategically. Very effective leadership strategy.
Great Idea. One of the benefits also would be the learning benefits. Many leaders find it hard to create time to attend trainings, being a member of a small group as this would generate discussions that would address the learning needs of group members. I however believe that the benefits can be maximised by having a Leadership Consultant to be a part of the group discussion.This person would have the responsibility of giving right perspectives to issues raised, and may also proffer solutions where group members are at a loss on best alternatives.
I would like to learn more about the art of servant leadership. It is not a new concept, but the application in a changing corporate environment where the focus has slipped to short term results, short term results, and only short term results, is perplexing. I feel I need to help drive a culture change inclusive of people again. Thanks for the resource and opportunity to receive a book.
Working in state government, have participated in similar groups over the years. While geography makes these meetings a challenge, the time spent is invaluable and I’ve learned more in those discussions than any formal course on leadership has ever taught me.
A friend shared one of your posts with me a while back. I was impressed and started receiving your newsletters. Each day I look forward to your post. Our office is currently going through a planning process and learning how to work with each other. We are a small (5 people) department within a bigger non-profit. We are really struggling with several areas. I find this post and the book interesting. I want to read it and then buy it for my peers. I believe this will help us in our current journey.
This morning at the senior awards breakfast (I work in a high school), the teacher presenting the leadership award mentioned that the student was humble and put others first through relationship (a servant approach) – the BEST kind of leader. I agree, and aspire to be just that.
I would love a copy of this book. Thank you so much for your daily blogs. I enjoy them very much and learn a lot from them. I have approached our organization’s Managers’ network and they appear very interested in this concept. Thank you!
Servant leadership must not give in to sycophants because they’ll make his world miserable
I read everything I can on Servant Leadership!
The idea of small groups for leaders is fabulous! A safe place to share your life, struggles and challenges with those in similar positions and a place to receive support and understanding. People need each other and this confidential supportive approach sounds like a winning strategy for those in management roles (that tend to insulate us from the people we lead).
The greatest example of a servant leader is Jesus Christ. the churches that thrive today are using the small group model to keep people better connected and interested. Business can learn from this.
Art seems to have great ideas and I would love to read more about them.
My Senior Manager asked me to design an “Accountability” system where the Plant Management team where I work would meet to share “leadership experiences” and make sure they are on track with their Goals, Objectives and Training. This model describes a way to do that collaboratively rather than competitively (which was the model I was shown). Thanks for the insight.
I clearly see the advantages of the leadership small group method. My concern in attempting to implement the concept in a work environment in which meetings are increasingly challenged is that managers will seek to combine a regular standing agenda-driven meeting with the small group concept. The two are fundamentally different and I fear that the true benefits could never be realized in this format.
You can’t lead if nobody follows. The same concept applies to culture building. Good post!
This is an intriguing philosophy and I wonder about the impact of small groups on changing culture outside of corporations. Would these same principles apply in an educational environment? Can small groups positively effect organizational culture on a behavioral level to raise moral or promote desired behaviors?
I would be interested in reading the book, especially because I would like to further understand the title. Perhaps focusing on how an organization is lead – how you get results being the kind of leadership offered, focused on the people doing the work – is more important than being focused on results and ignoring the human factor, and this in turn changes the culture and achieves the desired results?
Good stuff! Thanks for sharing.
Art Barter’s tips for establishing small groups is very valuable as well as practical. I would like to read more of his Servant Leader philosophy. Perhaps this is what is needed in the school system to build community and to help the students feel valued. We’ve seen that servant leadership works in business, industry, churches and organizations it time to introduce the concept to the educators and students in this country!