Ground rules are essential for any group work, but especially for large groups where communication and coordination can be challenging. Setting ground rules can help create a positive and productive atmosphere, prevent and resolve conflicts, and foster collaboration and learning. In this article, you will learn how to set ground rules for large groups using a simple and effective process.
Ground rules are the norms and expectations that guide the behavior and interactions of group members. They can cover topics such as participation, respect, feedback, time management, decision making, and confidentiality. Establishing ground rules can help large groups to gain a common understanding and purpose, clarify roles and responsibilities, promote diversity and inclusion, facilitate constructive dialogue and feedback, manage conflicts and disagreements, enhance trust and accountability, and support creativity and innovation.
As heads of department, these grand rules must be applicable to all. Otherwise. We create room for unhealthy rivalry within the team and eventually weaken team cohesion.
As a team leader, my first grand rule is respect for rank. You cannot debase a higher-ranking colleague and expect me to listen to you.
The participatory approach is one of the most widely used and recommended methods for setting ground rules. This involves involving the group members in the process of creating and agreeing on the ground rules, rather than imposing them from the top. This approach has several advantages, such as increasing buy-in and commitment, reflecting the needs and preferences of the group, building rapport and trust, and enhancing ownership and responsibility.
Bosses who are ergonomically and emotionally unstable often institute grand rules that ultimately fracture the team. Grand rules should be devoid of sentiment and must not be implemented in order to address a potential perceived rival.
The best time to set ground rules is at the beginning of the group work, before any substantive tasks or discussions take place. This way, you can ensure that the group members have a clear and shared understanding of what is expected of them and how they will work together. However, you can also revisit and revise the ground rules at any point during the group work, especially if there are changes in the group composition, dynamics, goals, or challenges.
As the adage goes, preparation is key not only in war but also in the realm of grand rules. As a production manager, prior to each production cycle, I conduct a meeting where we meticulously review the existing grand rules and introduce new ones to strategically align the team for success.
The content and number of ground rules will vary based on the context and purpose of the group work, as well as the input and feedback of the group members. Generally speaking, effective ground rules should be kept simple and concise, use positive and affirmative language, focus on behaviors and outcomes rather than attitudes and opinions, be specific and measurable, and align with the group goals and values.
As a facilitator, your role is to guide the group members through the process of setting ground rules, not to dictate or dominate the process. To do this, you should explain the purpose and benefits of ground rules, and then invite the group members to suggest and discuss them. Brainstorming, voting, or consensus techniques can be used to generate and prioritize ground rules. After summarizing and documenting the agreed ground rules, they should be displayed and reviewed regularly. Additionally, you should monitor and enforce the ground rules consistently, and celebrate and reward the adherence to them.
Ground rules are not rigid, but instead serve as flexible and adaptable tools to help the group work productively. As a facilitator, you must be prepared to adjust the ground rules to accommodate the changing needs and situations of the group. This could include addressing new or emerging issues or challenges, incorporating new or different perspectives or ideas, responding to feedback or evaluation from the group members, revising or updating the group goals or expectations, adding or removing ground rules as needed, and consulting and communicating with the group members about the changes.
After setting up ground rules and consequences for breaking the rules, it is important to create a process for issuing punishments: this can be by multiple unofficial and official verbal warnings, documented warnings and then, depending on the severity of the offence, dismissal.