{"id":1792,"date":"2014-05-08T03:27:23","date_gmt":"2014-05-08T07:27:23","guid":{"rendered":"http:\/\/terrencemetz.com\/?p=1792"},"modified":"2026-04-21T13:53:04","modified_gmt":"2026-04-21T17:53:04","slug":"project-team-values","status":"publish","type":"post","link":"https:\/\/mgrush.com\/blog\/project-team-values\/","title":{"rendered":"Facilitating Cultural Shift from Group Orientation to Shared Project Team Values"},"content":{"rendered":"<h2>We have argued for years that unclear speaking (or writing) is indicative of unclear thinking and will impact shared project team values.<\/h2>\n<p><span style=\"font-size: 14pt;\">For example, most people do not distinguish between the meaning of a \u201cgroup\u201d or a \u201cteam.\u201d Conversely, we find the difference so important, that it could represent the difference between \u201clife\u201d and \u201cdeath.\u201d Note the following impact on shared project team values.<\/span><\/p>\n<h4><span style=\"font-size: 14pt;\"><strong>Groups of people assemble. Teams get assembled. <\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">With groups, members strive to arrive at a deliverable that satisfies each member. Therefore, people define &#8220;satisfaction&#8221; with respect to their <em>individual<\/em> <em>interests<\/em>. The primary challenge is building a deliverable (or decision) that satisfies the interests of all members who are acting on their own as individuals (or potentially as representatives of larger stakeholder interests). Individual reactions vary, even when attending a concert together and hoping to be satisfied by the music or entertainment.<\/span><\/p>\n<div id=\"attachment_1793\" style=\"width: 510px\" class=\"wp-caption alignright\"><img wpfc-lazyload-disable=\"true\" loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-1793\" class=\"wp-image-1793 size-full\" src=\"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/04\/teams-push-in-the-same-direction-e1558207750177.png\" alt=\"Facilitating Cultural Shift from Group Orientation to Shared Team Values\" width=\"500\" height=\"562\" \/><p id=\"caption-attachment-1793\" class=\"wp-caption-text\"><strong><span style=\"font-size: 14pt;\">Pushing in the Same Direction<\/span><\/strong><\/p><\/div>\n<p><span style=\"font-size: 14pt;\">The presence of teams suggests an overriding shared goal that sits independent of the interests of the individual members. With high-functioning teams, members emphasize the importance of the <em>shared goal<\/em> and make their personal interests subservient to the shared goal. Successful teams share a reaction, typically positive in nature. They will push or pull in the same direction to support a common cause.<\/span><\/p>\n<h4><span style=\"font-size: 14pt;\"><strong>Distinguishing Attributes<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">Some of the variables you need to consider when optimizing facilitated methods for teams include understanding the following questions:<\/span><\/p>\n<ul>\n<li><span style=\"font-size: 14pt;\">How effective and trusted has group decision-making been in the past for the organization?<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">How much effort has been invested in understanding the quality of decision-making?<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">To what extent will the formal leader of the team share the same or similar perspective?<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">How much do the individuals share perspectives or derive from a similar level within the organization?<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">To what extent does the culture promulgate distributed decision-making, where individuals are trusted to take a course of action that supports both the organization and the individual?<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">To what extent is the group an actual unit in the organizational structure (e.g., reporting to the same leadership) or diversely representing many functional or geographic areas?<\/span><\/li>\n<\/ul>\n<h4><span style=\"font-size: 14pt;\"><strong>Be Conscious<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">As a leader stress the difference between groups and teams. Expect high performance, or you might not get it. Answer the questions above to support your selection of tools along the <em>MGR<span style=\"font-size: 12pt;\">USH<\/span><\/em> decision-making continuum that best serve your team and organizational situation.<\/span><\/p>\n<h4 style=\"text-align: center;\"><span style=\"color: #ff0000; font-size: 14pt;\"><strong>______<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">Don\u2019t ruin your career by hosting <a href=\"https:\/\/mgrush.com\/blog\/bad-meetings\/\">bad meetings<\/a>. Sign up for a <a href=\"https:\/\/mgrush.com\/public-facilitation-training\/\" target=\"_blank\" rel=\"noopener\">workshop<\/a> or send this to someone who should. <em><a href=\"https:\/\/web.archive.org\/web\/20260106090117\/https:\/\/mgrush.com\/\">MGR<span style=\"font-size: 12pt;\">USH<\/span><\/a><\/em> workshops focus on meeting design and practice. Each person practices tools, methods, and activities every day during the week. Therefore, while some call this immersion, we call it the road to building high-value facilitation skills.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>We have argued for years that unclear speaking (or writing) is indicative of unclear thinking and will impact shared project team values. For example, most people do not distinguish between the meaning of a \u201cgroup\u201d or a \u201cteam.\u201d Conversely, we find the difference so important, that it could represent the difference between \u201clife\u201d and \u201cdeath.\u201d [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1793,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_wp_convertkit_post_meta":{"form":"-1","landing_page":"","tag":"0","restrict_content":"0"},"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[453185969,453185951,55884429],"tags":[16995,453190851,453190850,453192212,453190852,453190853],"class_list":["post-1792","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication-skills","category-leadership-skills","category-meeting-support","tag-change-management","tag-shared-team-values","tag-team-values","tag-transformation","tag-unclear-thinking","tag-unclear-writing"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Facilitating Cultural Shift Aligned With Shared 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However, he also observed meetings that worked. What set them apart? A well-prepared leader who structured the session to ensure participants contributed meaningfully and achieved clear outcomes. Throughout his career, Metz, who earned an MBA from Kellogg (Northwestern University) experienced and also trained in various facilitation techniques. In 2004, he purchased MG RUSH where he shifted his focus toward improving established meeting designs and building a curriculum that would teach others how to lead, facilitate, and structure meetings that drive results. His expertise in training world-class facilitators led to the 2020 publication of Meetings That Get Results: A Guide to Building Better Meetings, a comprehensive resource on effectively building consensus. Grounded in the principle that \u201cnobody is smarter than everybody,\u201d the book details the why, what, and how of building consensus when making decisions, planning, and solving problems. Along with a Participant\u2019s Guide and supplemental workshops, it supports learning from foundational awareness to professional certification. Metz\u2019s first book, Change or Die: A Business Process Improvement Manual, tackled the challenges of process optimization. His upcoming book, Catalyst: Facilitating Innovation, focuses on meetings and workshops that don\u2019t simply end when time runs out but conclude with actionable next steps and clear assignments\u2014ensuring progress beyond discussions and ideas.","sameAs":["http:\/\/MGrush.com","http:\/\/www.facebook.com\/FacilitationTraining\/","https:\/\/www.linkedin.com\/in\/terrencemetz\/","@teammetz","https:\/\/x.com\/TerrenceMetz","https:\/\/www.youtube.com\/watch?v=j4x3-Qo9Ez4"],"birthDate":"1955-09-23","gender":"male","jobTitle":"Managing Director","worksFor":"MG Rush Facilitation","url":"https:\/\/mgrush.com\/blog\/author\/teammetz7\/"}]}},"jetpack_featured_media_url":"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/04\/teams-push-in-the-same-direction-e1558207750177.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1792","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/comments?post=1792"}],"version-history":[{"count":0,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1792\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media\/1793"}],"wp:attachment":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media?parent=1792"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/categories?post=1792"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/tags?post=1792"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}