Why do Groups Get Stuck?
Working with groups to move towards a more civil, respectful worklife can require some hard slogging at times. But shouldn't it be easy? What benefit can come from being unpleasant to your colleagues?
I've consider four possible dynamics in a new post, http://bit.ly/55ZUxd
• cognitive processes,
• the work itself,
• poor leadership fit, and
• the social dynamics among team members.
Does this seem like a complete list to you?
Can you add to it?
I'd appreciate it.
Michael
Clarification added December 28, 2009:
I appreciate the responses to this question and have extended it to reflect on a idea that has emerged from the discussion to date.
From various perspectives, responses have focused on the dynamics of leaders with followers. As Greg’s response puts it, a struggle of unfocused leaders with agenda-driven followers promotes discord and undermines effectiveness. Others have emphasized weak direction—either from poor top-down communication or focus or values or motivation.
Do you see crises in leader/member relationships as key to group dysfunction?
Is trust (of leader/of colleagues) essential to well functioning groups?
Thanks
Michael
Good Answers (23)
Kathy F.
IT Consultant at Fitch Healthcare Consulting
Best Answers in: Computers and Software (3), Organizational Development (2), Blogging (2), Personnel Policies (1), Public Relations (1), Lead Generation (1), Market Research and Definition (1), Enterprise Software (1)
Civility is one thing, but warmth and genuine kindness and compassion are quite another. I've known some very scary people who were civil to a fault.
Look, if you really are interested in seeing a group evolve, you have to recognize that evolution isn't always a neat and pretty thing, and is actually seldom a quiet process. Real people are really passionate, and they have all sorts of built-in flaws, histories, and baggage. The key is to appreciate that a group's greatest strength can lie in these seeming flaws. After all, it can take great courage to raise a bit of a fuss when one's leader has made it quite plain that fussing isn't valued.
To me, the most skillful leaders don't try to quash passion, and are good at listening to and finding the value in the exchanges that might bug others, or strike them as uncivil.
I'd be really careful, here: "Be more civil, people!" reminds me a lot of "Grow up!" and "Act your age!" and so forth. Such things are typically said when folks have actually hit on precisely the sore spot that needs examining. The parent who tells a kid to grow up is likely to be miffed by just how darned grown up--and thus unwillingly automatically to yield--the kid in question is actually being. The group leader who is constantly calling for civility may have a similar sort of problem on her hands. The anger or frustration or bitterness or what have you simply must be addressed. True kindness and deep civility (not a dinner party politeness sort of deal) can only happen when we look under the rock at the dark and tangled roots and bugs and worms. Smoothing problems over with surface politeness is a very short term solution, indeed.
When people yell, a good leader figures out why. Unpleasantness is sometimes important.
Some of our greatest leaders--and our most deeply compassionate ones--weren't above getting ticked as the situation demanded.
Renée C.
Director of Admissions at Everest College
Best Answers in: Personnel Policies (2), Customer Service (1), Mentoring (1), Labor Relations (1), Organizational Development (1), Project Management (1), Communication and Public Speaking (1), Using LinkedIn (1)
The following factors contribute to groups getting stuck:
1. Failure to clearly communicate (objectives, deadlines, challenges, concerns, etc)
2. Absence of trust among members ( due to competitiveness, controlling behaviour, etc)
3. Absence of common values ( these need to be established upon assembly of team
4. Failure to recognize individual strengths and have people work according to their strengths
5. Failure to make people accountable for their results
6. Inability of team members to rely on each other for advice and input (that kind of goes with trust, and communication, but is important. No one person should be considered to have all the answers).
Links:
James B.
Engineer at Photonis USA
Best Answers in: Using LinkedIn (31), Computers and Software (10), Software Development (8), Staffing and Recruiting (5), Personnel Policies (4), Internet Marketing (3), Career Management (3), Commercial Real Estate (2), Job Search (2), Resume Writing (2), Graphic Design (2), Ethics (2), Certification and Licenses (1), Occupational Training (1), Conference Planning (1), Accounting (1), Government Policy (1), Viral Marketing (1), Business Development (1), Search Marketing (1), Change Management (1), Organizational Development (1), Planning (1), Derivatives Markets (1), Equity Markets (1), Manufacturing (1), Supply Chain Management (1), Product Design (1), Small Business (1), Energy and Development (1), Green Products (1), Blogging (1), Enterprise Software (1), Computer Networking (1), Web Development (1)
I don't know a one-word summary for this one. Or perhaps I do - predetermination. There is a concept of a solution, or at least a direction of a solution, and anything that doesn't move in that direction is rejected.
Several jobs back I found myself getting very frustrated and finally realized the reason was that the leaders would only accept a solution that met their criterion for a solution and would bounce back all else.
For example, we wanted to sell a replacement for a 70's-era instrument, a 90's-era instrument, and a new instrument. The concensus was to build the replacement for the 70's-era instrument, learning enough through the process to make the design of the next two devices practical. Management rejected this, as they wanted one design that would meet all three requirements - irregardless that such a design would be more complicated and difficult to design.
Hi Michael,
One potential benefit of being unpleasant to colleagues is the perpetuation of a certain type of intimidation---either determined by the higher 'status' of one member re to others in the group, or by the knowledge that unpleasant people get their way, as none wants to deal with them in public.
Under "cognitive processes" you may discuss civility from the perspective of incentives (and other tactical means) to improve group dynamics. For instance, certain group leaders may appear to be "actively listening" to give the impression that they acknowledge and respect everyone in the group. However, when decisions are made, and suggestions are incorporated in strategic road maps, actions do not reflect the respect initially professed for other group members.
Disrespect at work can have a "civil face".
When groups function under such dual standards (known by everybody but not publicly acknowldged), civility is just another 'tool' to hide apathy, and for the group members to hide from not being truly 'present'. The essence of civility is true respect.
But perhaps you have considered all these aspects under "cognitive processes." In fact, being civil at all times, at all cost, may be the obstacle to group breakthroughs. A great leader and/or facilitator would know how to use that energy of 'uncivility' to help transition the group to common goals.
Ligia
Links:
Barrett P.
Senior Financial Executive, Consultant, C.P.A.
Best Answers in: Accounting (7), Financial Regulation (4), Budgeting (2), Corporate Debt (2), Economics (2), Customer Relationship Management (2), Equity Markets (2), Quality Management and Standards (2), Supply Chain Management (2), Business Dining and Entertainment (1), Education and Schools (1), Job Search (1), Event Marketing and Promotions (1), Auditing (1), Foreign Investment (1), IPO (1), Public Funding (1), Corporate Taxes (1), Risk Management (1), Government Services (1), Compensation and Benefits (1), Employment and Labor Law (1), Tax Law (1), Business Development (1), Business Analytics (1), Organizational Development (1), Planning (1), Currency Markets (1), Philanthropy (1), Manufacturing (1), Small Business (1), Using LinkedIn (1)
Groups can also struggle from p[oor motivation - from either poor leadereship or indifferent and disinterested members. A lack of required skills - technical, communication, interpersonal - by any team member can be a significant impediment. Groups that are geographically diverse, particularly if they do not meet fac-to-face, will often struggle. The theory of groups rests on assumptions that all are interested - they are not - and all are willing to give primacy to the group, also not a universal attribute. Greoups need some form of leadership and flounder if they do not have it. Lastly poor or misguided project/objective definition will cause the best of groups to struggle.
Barrett Peterson, CPA
Raution J.
Senior Consultant at State of Oregon
Best Answers in: Business Analytics (2), Small Business (2), Economics (1), Government Policy (1), Planning (1), Blogging (1), Enterprise Software (1), Software Development (1)
Another input can be as follows:
1. No one is willing to step out of their comfort zone
2. Cultural issues as perspective may differ
3. There is no proper tool to collaborate in such group setting.
Judy B. M.
Business WRITER | Editor | Blogger | Strategic MARKETING COMMUNICATIONS | B2B | Web Content Creator | BusDev
Best Answers in: Using LinkedIn (152), Writing and Editing (14), Business Development (11), Staffing and Recruiting (8), Public Relations (8), Career Management (8), Communication and Public Speaking (8), Professional Networking (8), Organizational Development (7), Job Search (5), Planning (5), Quality Management and Standards (5), Ethics (5), Government Policy (4), Freelancing and Contracting (3), Mentoring (3), Conference Planning (3), Personnel Policies (3), Health Care (3), Internationalization and Localization (3), Sales Techniques (3), Search Marketing (3), Social Enterpreneurship (3), Customer Service (2), Business Dining and Entertainment (2), Education and Schools (2), Occupational Training (2), Advertising (2), Mobile Marketing (2), Product Design (2), Professional Books and Resources (2), Small Business (2), Blogging (2), Computer Networking (2), Telecommunications (2), Purchasing (1), Travel Tools (1), Resume Writing (1), Event Marketing and Promotions (1), Conference Venues (1), Accounting (1), Venture Capital and Private Equity (1), Economics (1), Government Services (1), Compensation and Benefits (1), Public Health and Safety (1), Work-life Balance (1), Exporting/Importing (1), Property Law (1), Direct Marketing (1), Guerrilla Marketing (1), Internet Marketing (1), Viral Marketing (1), Graphic Design (1), Customer Relationship Management (1), Corporate Governance (1), Change Management (1), Equity Markets (1), Nonprofit Fundraising (1), Nonprofit Management (1), Manufacturing (1), Packaging and Labeling (1), Personal Taxes (1), Branding (1), Market Research and Definition (1), Pricing (1), Professional Organizations (1), Business Plans (1), Starting Up (1), Energy and Development (1), Biotech (1), E-Commerce (1), Computers and Software (1), Software Development (1), Web Development (1)
I'd add poor communication from the top down. To make your list less broad swath and more specific, I think you need to provide some specific examples/case studies of communication breakdowns and offer suggestions for how they might have been avoided.
Bernard G.
Programme, Project & Change expert
Best Answers in: Using LinkedIn (150), Government Policy (18), Career Management (17), Staffing and Recruiting (14), Organizational Development (12), Ethics (11), Education and Schools (10), Advertising (10), Software Development (10), Job Search (8), Personnel Policies (8), Internationalization and Localization (8), Energy and Development (8), Computers and Software (8), International Law (7), Project Management (7), Work-life Balance (6), Employment and Labor Law (6), Small Business (6), Web Development (6), Treaties, Agreements and Organizations (5), Criminal Law (5), Internet Marketing (5), Business Development (5), Corporate Governance (5), Change Management (5), Planning (5), E-Commerce (5), Customer Service (4), Regulation and Compliance (4), Certification and Licenses (4), Occupational Training (4), Health Care (4), Environmental Health (4), Intellectual Property (4), Public Relations (4), Sales Techniques (4), Business Analytics (4), Communication and Public Speaking (4), Facilities Management (3), Travel Tools (3), Mentoring (3), Financial Regulation (3), Government Services (3), Compensation and Benefits (3), Corporate Law (3), Property Law (3), Viral Marketing (3), Wealth Management (3), Market Research and Definition (3), Professional Books and Resources (3), Professional Networking (3), Business Plans (3), Blogging (3), Economics (2), Public Health and Safety (2), Offshoring and Outsourcing (2), Tax Law (2), Direct Marketing (2), Customer Relationship Management (2), Search Marketing (2), Writing and Editing (2), Commodity Markets (2), Currency Markets (2), Personal Investing (2), Positioning (2), Computer Networking (2), Information Security (2), Business Insurance (1), Commercial Real Estate (1), Purchasing (1), Air Travel (1), Car and Train Travel (1), Hotels (1), Freelancing and Contracting (1), Resume Writing (1), Conference Venues (1), Accounting (1), Budgeting (1), Corporate Taxes (1), Mergers and Acquisitions (1), Risk Management (1), Exporting/Importing (1), Customs, Tariffs and Taxes (1), Contracts (1), Events Marketing (1), Guerrilla Marketing (1), Graphic Design (1), Mobile Marketing (1), Lead Generation (1), Labor Relations (1), Bond Markets (1), Nonprofit Management (1), Inventory Management (1), Quality Management and Standards (1), Supply Chain Management (1), Personal Taxes (1), Personal Real Estate (1), Branding (1), Engineering (1), Product Design (1), Professional Organizations (1), Franchising (1), Starting Up (1), Green Business (1), Biotech (1), Enterprise Software (1), Wireless (1)
Complacency. A group needs to be constantly challenged and allowed to change - I guess you could include this in "poor leadership" as it is a primary role of a leader in the group.
Gregory L. C.
Vice President at Children's Lantern Foundation
Best Answers in: Using LinkedIn (7), Staffing and Recruiting (2), Career Management (2), Facilities Management (1), Internationalization and Localization (1), Business Development (1), Lead Generation (1), Sales Techniques (1), Labor Relations (1), Manufacturing (1), Personal Debt Management (1), Communication and Public Speaking (1), Professional Networking (1)
Never underestimate the amount of time it takes to get buy in from multiple groups or people. This is why a jury of 11 sometimes find it hard to come up with a verdict.
In my opinion the most efficient scenario is multiple inputors with one decision maker. I feel that the team concept has taken responsibility away one person and given it to no-one in particular.
To answer your question (s), NO it should not be easy. As long as there are two different people you will have at least two different agenda's.
*politics
*pressure from others (your social dynamics?)
*Laziness or lack of concern
Because sometimes you get (to many chiefs and not enough indians). Or to word it another way - Everybody is waiting for an idea.
Clarification added December 21, 2009:
You can't get me for discrimination as my kids are partially Lakota Sioux. Its only a phrase meaning to many leaders and not enough workerbees.
Monica M. P.
Expertise: Operational Efficiencies & Margin Enhancements
Best Answers in: Organizational Development (8), Using LinkedIn (5), Staffing and Recruiting (3), Change Management (3), Project Management (3), Career Management (3), Occupational Training (2), Work-life Balance (2), Business Development (2), Customer Service (1), Job Search (1), Mentoring (1), Event Marketing and Promotions (1), Accounting (1), Risk Management (1), Health Care (1), Advertising (1), Internet Marketing (1), Writing and Editing (1), Business Analytics (1), Corporate Governance (1), Engineering (1), Communication and Public Speaking (1), Professional Organizations (1), Starting Up (1)
Great list! You may be thinking of these two as part of one of your primary four, but in my mind they deserve a section all on their own:
* Communication Dynamics - I see social dynamics as being more about political posturing.
* Initial Direction & Outcome Expectations - I've seen more groups and projects fail as a result of this than anything else. If this is haywire, so will the group's productivity and results.
Ida D.
Office Manager for Globex Inspection Services Inc.
Best Answers in: Using LinkedIn (5), Mentoring (3), Job Search (1), Budgeting (1), Staffing and Recruiting (1), Health Care (1), Business Development (1), Customer Relationship Management (1), Change Management (1), Social Enterpreneurship (1), Ethics (1), Computers and Software (1), Web Development (1)
Lack of:
Listening
Questioning
Communicating
Helping
Sharing
Persuading
Respecting
Participating
Forming:
■Individuals desire to be accepted by others so they avoid controversy, conflict or serious issues
■Group members focus on routines
■During this stage, group members are assessing one another and the scope of the task and how to approach the task
Storming:
■Important issues start to be addressed
■Minor confrontations can arise about the group, the task, responsibilities, etc.
■The issues may be dealt with quickly or ignored
■Some group members will like the fact that real issues are starting to surface while others will feel uncomfortable
Norming:
■The group becomes more established
■Roles and responsibilities become clearer and are agreed upon
■Confrontations help group members know each other better
■Group members are now listening to each other better and identify themselves as part of a group
■In some groups, the fact so much work was invested in reaching this stage may mean group members become reluctant to change anything
Performing:
■At this stage, the group is interdependent and flexible
■Group members know and trust each other well and the focus turns completely onto the task
■Roles and responsibilities can change as needed
■Not all groups reach this stage
Adjourning:
■It is a natural part of group development that some groups will wind down
■Group members may move on from the group or from the task
■Group members will have a sense of achievement and a sense of loss
Michael, I somehow see that the four dynamics mentioned above are more an outcome of something deeper. Let me explain, let us take for example social dynamics among team members. A poor record of this aspect in a group is the symptom which will lead to root causes like lack of emotional fortitude, lack of trust and lack of empathy.
If I may suggest, it would be very important for us as consultants to understand the group members and their backgrounds as we humans have a great ability to turn our emotions into fossils and then suddenly let it spring out violently like an eruption or let it be a simmering undercurrent that never lets the individual settle down.
Some of the movies that make a great example of this are Armageddon; Longest Yard and The Titans
Michael,
There was a gentleman in the 80's (Meredith Belbin) who discovered the Apollo Syndrome. His discovery was broken down into a couple of key concepts. Your group will be successful with the absence of highly dominant individuals and a leader that can hold their own, but not dominate. Also, the leader would need to be sceptical of anyone in the group who "had an agenda" because the "deadly embrace" would happen. "Deadly embrace" came from the computer world when computers with competing agendas in a network would stop each other from making progress.
Thanks, Greg
Bryan P.
Director Of Recruiting at Levin Financial Group, a General Agency of Massachusetts Mutual Life Insurance Co.
Best Answers in: Staffing and Recruiting (1)
I just did a study on this with our team in the office. We got our info from a book called "The Five Dysfunctions of a Team" Which those are 1. Absence of TRUST. 2. Fear of CONFLICT. 3. Lack of COMMITMENT. 4. Avoidance of ACCOUNTABILITY. 5. Inattention to RESULTS.
If you do not trust who you are working with you will not be able to talk to them about how to work better as a team out of fear of having conflict and if you don’t do that you will lose the commitment of the team and have no accountability for the teams goals which is where you lose on the results because everyone has already given up.
One of the issues I have seen is the lack of communication about what each person in the group does. For an example: One of the staff members is clueless to what another staff member does or what their goals are than the staff members can not have an appreciation for what the other does and then there is no accountability to the cause... ending in poor results.
Hi Michael,
Many times it boils down to what is "inside" of the group as a whole. I have noticed that when I see that some one else has an issue that seems to be stopping the group if I ask some thing like "what can I learn from them doing that?" (actually defining what they are doing) I find that I am causing at least part of the problem my self and so am able to remedy that part of the problem.
Hope this proves useful!
Hi Michael
You might wish to consider looking for the unstated big assumptions developed by groups that create an inbuilt immunity to change. On the face of things they want to move in a particular direction but are held in the grip of the big (often unrealised) assumption. For example I worked with a professional service orgaanisation that wanted to create a trusting and supportive culture but when working together avoided difficult conversations, if they were not involved then any decisions taken didn't relate to them. Their underlying big assumption was that they were in an organisation of "everyman for himself," they had to look after themselves and believed that if anything went wrong they would be on their own. No matter how hard they wanted to change the hidden big assumption held them in its grip - so no change.
Your list is fairly comprehensive. If one is sure the leader is the right leader for the group (or should we be thinking of teams rather than groups?) then look to whether or not the group/team overall has a well accepted role within the organization. Are they contributing to the overarching goal of the organization in a manner that is respected and understood by the organization as a whole? Do they seem isolated from the rest of the organization and if so-why?
As I read through these responses, there seems to be a focus on the internals of the team. In addition, you might also ask what is the importance of the initiative to the organization? Is this team seen as valuable by the organization? Is the organization focused on the output of th team? How was the team selected? While the internal focus of the team is important, understanding the larger context for the team's existance may is also be useful.
Gayle L.
Author, Speaker, Personal Leadership Facilitator - CEO of Personal Accountability!
Best Answers in: Mentoring (1), Work-life Balance (1), Ethics (1)
Michael,
I think your statement "What benefit can come from being unpleasant to your colleagues?" says it all or at least most of it. Almost all behaviors are purposeful. So, even when colleagues are unkind, they are gaining something. On the other side, to get groups to work well together, there needs to be perceived benefits, as well. WIFFM - What's in it for me? This is especially important when asking people to change as change is not generally openly welcomed.
I agree with much of what others have said here; that leadership is important. It is a parallel process that can't just be verbalized, top-down but must be demonstrated, top-down. Cooperation and collaboration needs to be clearly valued and validated.
If there are one or even several colleagues, in particular, that are impacting the group, they might need mentoring from a supervisor. This would help them to recognize what they need and find more collegial methods of getting those needs met.
An example might be an assistant who feels overwhelmed because those that work with her are not clear in their needs or don't give her what she needs to get her job done. So, she is terse and angry. Rather than a supervisor simply addressing her anger, it would be best to go just a bit deeper. They can then come up with a plan for her to get what she needs or if necessary - even if it's simply more respect. While she wants respect, her behavior may be getting her just the opposite and resulting in escalation of the problem.
Josh C.
Director of Operations at Web Industries, and Decent Little League Coach
Best Answers in: Using LinkedIn (50), Job Search (14), Business Development (14), Staffing and Recruiting (12), Organizational Development (9), Economics (8), Career Management (8), Business Analytics (7), Sales Techniques (6), Starting Up (6), Accounting (5), Personnel Policies (5), Public Relations (5), Change Management (5), Small Business (5), Education and Schools (4), Budgeting (4), Government Policy (4), Planning (4), Quality Management and Standards (4), Software Development (4), Occupational Training (3), Compensation and Benefits (3), Internet Marketing (3), Search Marketing (3), Equity Markets (3), Manufacturing (3), Project Management (3), Supply Chain Management (3), Product Design (3), Ethics (3), Professional Networking (3), Energy and Development (3), Blogging (3), Web Development (3), Customer Service (2), Purchasing (2), Mentoring (2), Lead Generation (2), Writing and Editing (2), Philanthropy (2), Biotech (2), E-Commerce (2), Computers and Software (2), Regulation and Compliance (1), Hotels (1), Certification and Licenses (1), Resume Writing (1), Event Marketing and Promotions (1), Conference Planning (1), Corporate Debt (1), Government Services (1), Health Care (1), Exporting/Importing (1), Internationalization and Localization (1), Intellectual Property (1), Employment and Labor Law (1), Property Law (1), Advertising (1), Customer Relationship Management (1), Nonprofit Fundraising (1), Nonprofit Management (1), Personal Debt Management (1), Personal Real Estate (1), Wealth Management (1), Distribution (1), Industrial Design (1), Professional Books and Resources (1), Business Plans (1), Green Products (1), Enterprise Software (1), Information Security (1)
Hi Michael,
Your question is exactly why groups need to be seeded with diverse viewpoints, and the "yes-men" weeded out. While I don't think there is any benefit from being overtly unpleasant to anyone, I do think there is great benefit to a group from asking provocative questions and arguing from several points of view. The end result will be much stronger and able to withstand whatever comes at it.
Josh.
Groups get stuck because the leader doesn't have the skills to move them forward. The buck always has to stop with them. They may not have the right people in place and they may not be skilled enough to know what they are doing.
Merydith has had an article published in The Washington Post recently giving leaders tips on how to manage in the financial crisis
Books
Sex in the Boardroom (leadership development)
If it's to be: It's up to me
Back from Hell
Links:
Peter G.
Operations Management, Sales Management, International, welcome to my profile..
Best Answers in: Organizational Development (5), Personnel Policies (3), Change Management (3), Sales Techniques (2), Labor Relations (2), Air Travel (1), Mentoring (1), Mergers and Acquisitions (1), Staffing and Recruiting (1), Business Development (1), Customer Relationship Management (1), Business Analytics (1), Project Management (1), Personal Investing (1)
In general there is nothing wrong with groups getting stuck based on different opinions. It confirms good management and that those individuals in a group feel open enough to express different opinions. The process of opening up a group of individuals is vital for any leader. In this way the leader can gather a lot of information and alternative suggestions before he/she can make a final decision.
A main issue I have seen over the years is the lack of group engagement and group focus management. As all the other examples above this can be managed and requires in addition to all the ‘taught’ management solutions common sense, emotional intelligence and the group commitment to a joint goal. If a leader has an individual that consciously destroys the group dynamic
and cannot guide this individual to understand the bigger picture, then he needs to act immediately.
Yes I think trust is important as it is easier and more effective to accept an alternative decision from a person that you can trust professionally rather than just being compliant.
More Answers (2)
Wallace J.
Multimedia Producer, i3D Programmer, Acrobat 3D PDF, Android App, Virtual World & iTV Design, Kindle, Nook & Sony eBooks
Best Answers in: Using LinkedIn (139), Computers and Software (32), Web Development (24), Business Development (22), Government Policy (20), Internet Marketing (18), Software Development (18), Work-life Balance (17), Staffing and Recruiting (15), Career Management (14), Education and Schools (13), Small Business (12), Graphic Design (11), Job Search (10), Advertising (10), Starting Up (10), Wireless (10), Search Marketing (9), Change Management (9), Branding (9), Ethics (9), Travel Tools (8), Economics (8), Public Relations (8), Organizational Development (8), Manufacturing (8), Professional Networking (8), Energy and Development (8), Enterprise Software (8), Mentoring (7), Health Care (7), Business Analytics (7), Quality Management and Standards (7), Market Research and Definition (7), Blogging (7), Telecommunications (7), Internationalization and Localization (6), Mobile Marketing (6), Sales Techniques (6), Product Design (6), Customer Service (5), Occupational Training (5), Employment and Labor Law (5), Events Marketing (5), Writing and Editing (5), Planning (5), Communication and Public Speaking (5), E-Commerce (5), Freelancing and Contracting (4), Venture Capital and Private Equity (4), Government Services (4), Environmental Health (4), Direct Marketing (4), Viral Marketing (4), Supply Chain Management (4), Distribution (4), Professional Books and Resources (4), Business Plans (4), Computer Networking (4), Business Dining and Entertainment (3), Hotels (3), Event Marketing and Promotions (3), Conference Planning (3), Conference Venues (3), Customer Relationship Management (3), Lead Generation (3), Social Enterpreneurship (3), Project Management (3), Engineering (3), Green Products (3), Biotech (3), Databases (3), Information Security (3), Purchasing (2), Air Travel (2), Accounting (2), Financial Regulation (2), Personnel Policies (2), Public Health and Safety (2), Exporting/Importing (2), Offshoring and Outsourcing (2), Criminal Law (2), Contracts (2), Corporate Governance (2), Currency Markets (2), Personal Debt Management (2), Wealth Management (2), Green Business (2), Business Insurance (1), Commercial Real Estate (1), Facilities Management (1), Regulation and Compliance (1), Car and Train Travel (1), Certification and Licenses (1), Resume Writing (1), Budgeting (1), Corporate Debt (1), Foreign Investment (1), Corporate Taxes (1), Risk Management (1), Compensation and Benefits (1), International Law (1), Treaties, Agreements and Organizations (1), Finance and Securities Law (1), Intellectual Property (1), Guerrilla Marketing (1), Commodity Markets (1), Equity Markets (1), Nonprofit Fundraising (1), Nonprofit Management (1), Inventory Management (1), Personal Investing (1), Personal Real Estate (1), Franchising (1)
Pretty Comprehensive! How about known/relative compensation levels between members?
Links:
Nay Lin M.
Student at the Silicon Valley
Best Answers in: Government Policy (14), Government Services (4), Commodity Markets (3), Mentoring (2), Economics (2), Work-life Balance (2), Manufacturing (2), Career Management (2), Ethics (2), Customer Service (1), Car and Train Travel (1), Event Marketing and Promotions (1), Foreign Investment (1), Personnel Policies (1), Staffing and Recruiting (1), International Law (1), Internationalization and Localization (1), Treaties, Agreements and Organizations (1), Business Analytics (1), Labor Relations (1), Currency Markets (1), Professional Networking (1), Green Business (1), Web Development (1), Using LinkedIn (1)
[1] Limited amount of time to work at the project because of time conflicts with work.
[2] Lack time to meet group meeting because of busy schedules.
Clarification added December 21, 2009:
[3] Fail to do his or her parts of the projects.
