In my previous column, I expanded my discussion on two key elements. The first was the reason for exploring the business side of the body of knowledge. I want to reiterate (and repeating myself) that IT is part of the business. I can say with confidence that IT personnel know very well about their IT roles. However, too many It personnel lack the business knowledge and lack the understanding of their role within the business as a whole.
The second key element was that work/life balanced is very important and I provided three books providing simple lessons using simple language in day-to-day situations. There are of course countless excellent books on similar subjects. As this column continues, more and more books will be added to the list at various times.
Now that I have introduced the subject of understanding oneself, I think it is important to understand a bit more about group dynamics. This time, I am not providing an excerpt from the publisher as it would make the column too cumbersome to read. You actually need to do/practice some of the work yourself you know.
One of the greatest obstacles about doing working in an organization is to not only understand group dynamics but how to use them when the time comes to change the way the organization does things – i.e. growth, transformation, implementation of best practices, and so on.
Here are a few good books on the topic of group dynamics. I find them great but that’s my opinion. I have listed the books in alphabetical order by title.
You may already be familiar with these books and their contents and key messages. Keep them handy. Occasionally loan one to an employee or colleague. Then discuss the key messages with them. Don’t simply give a book to someone to read without reason or without feedback. Why, you may ask. Because it’s about communication and it’s about feedback. Any good leader, manager, or consultant needs to know about group dynamics and about what motivates people.
These books will help you in your transformation efforts. They cannot solve all of your problems but if they can help you contain, mitigate, or avoid the team pains you will encounter in your transformation efforts, I guess they are worth the investment. By the way, read these books before you loan them out to someone else and discussing them later.
One last thing, you will notice that the last book is shaded in gray and that it is not in alphabetical order. The reason is that before you ask someone else to change their behavior, you should know a thing or two about personal change. Lead by example.
I hear and I forget. I see and I remember. I do and I understand.