BHU LS 600 Chapter 9

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Chapter 9:Chapter 9:Listening to Out-Group Listening to Out-Group

MembersMembers


Chapter Objectives• Discuss the importance of listening to out-

group members.• Examine the membership of the out-group.• Review how out–groups form.• Discuss how a leader should manage out-

groups.


• Do leaders have a responsibility to listen to divergent viewpoints?

• Are out-groups inevitable to group dynamics? Will some people always be “left out”?

Discussion Questions


• “Out-group” refers to those individuals in a group who do not feel a part of the larger group.

o They may be in opposition or simply disinterested.

o They may feel powerless, unaccepted, alienated, or even discriminated against.

Out-groups Explained


• Out-groups come in many forms:oMinorities who think their voice won’t be

heardo People who feel their ideas are

unappreciatedo People who do not identify with the groupo “Social loafers”—group members who are

inclined to goof off or work below their capacity

Out-groups Explained


• Many reasons out-groups exist:o People disagree with the social, political, or ethical

position of majority—in opposition.

o Some individuals cannot identify with beliefs, norms, or values & as a result do not embrace the dominant group’s reality (Social Identity Theory).

o People feel excluded by the larger group. They do not know where they “fit in.”

o People lack communication skills or social skills to relate to a larger group.

How Do Out-Groups Form?


• Out-groups have adverse effects on others:1.Run counter to building community

o Community brings people together and provides a place to express similar ideas, values, and opinions.

o Out-group members detract from using all of the resources of the community to reach the groups goals.

o Ex.: class project on Hurricane Katrina relief

What Is the Impact of Out-Groups?


• Out-groups have adverse effects on others, cont’d.:

2. Have a negative impact on group synergyo Out-groups take energy away from the group

rather than adding energy to the group.

3. Out-group members do not receive the respect they deserve from otherso Central tenet of ethical leadership: treat others

with respect.

What Is the Impact of Out-Groups?


1. Listen to out-group members.

2. Show empathy to out-group members.

3. Recognize the unique contributions of out-group members.

4. Help out-group members feel included.

5. Create a special relationship with out-group members.

6. Give out-group members a voice & empower them to act.

Listening to Out-groups in Practice


• More than anything, out-group members want to be heard.

• Listening requires that leaders set aside their own biases to allow out-group members to express their viewpoints freely.

• When out-group members feel they have been heard, they feel confirmed and connected to the larger group.

Strategy 1: Listen to Out-Group Members


• Similar to listening, but more demanding

• An effort to understand the feelings of out-group members

• Leader must suspend his or her own feelings to “stand in the shoes” of out-group members

• Techniques include restatement, paraphrasing, reflection, & giving support

Strategy 2: Show Empathy to Out-Group Members


• Expectancy Theory: First step in motivation process is to let workers know they are competent in their work. Motivation builds when people know they are able to do the job.

• It is common for out-group members to feel like others do not recognize their strengths.

• Leaders should identify out-group members’ unique abilities & assets and integrate these into the group process.

Strategy 3: Recognize Unique Contributions of Out-

Group Members


• Out-group members do not feel as if they belong & need to feel included (Schutz [1966] research on interpersonal need for inclusion)

• Leaders include out-group members by:o Responding to their communication cues

appropriatelyo Asking for the out-group member’s opinion

• Bottom Line: Leaders needs to be sensitive to out-group members’ needs & try to respond to them in ways that help them feel part of the group.

Strategy 4: Help Out-Group Members Feel Included


• Research Study on Out-Groupso Leader-Member Exchange (LMX) Theory

(Graen & Uhl-Bien, 1995) Leaders should create a special, high-quality

relationship with each one of their followers. This results in out-group members becoming a

part of the group.

Strategy 5: Create a Special Relationship With

Out-Group Members


• Special relationships are built on: o good communication o respecto trust

• Relationships are often initiated when:o Leaders recognize out-group members who are willing to step

out of their scripted roles & take on different responsibilities o Leaders challenge out-group members to become engaged

and try new things

Strategy 5: Create a Special Relationship With

Out-Group Members


• Give out-group members a voice:

o Allow out-group members to be on equal footing with other members of group.

oWhen out-group members have a voice: they know their interests are being

recognized

they have an impact

Strategy 6: Give Out-Group Members a Voice &

Empower Them to Act


• Empowering others to act:o Allowing out-group members to be:

more involved independent responsible for their actions

o Requires giving up some control & allowing out-group members to have more control

o Includes allowing them to participate in the workings of the group (e.g., planning and decision-making)

Strategy 6: Give Out-Group Members a Voice &

Empower Them to Act


Discuss• Which of the six strategies have you used in

the past? How effective were they?• Have you ever been part of an out-group

where one of these strategies was used to include you? How effective was it?

• Should we use different strategies for including out-group members, depending on the reason the out-group formed? Give a specific example.


Leadership Snapshot, Abraham Lincoln• A backwoods circuit lawyer from Illinois; was an

unlikely choice to become the 16th President of the US.

• Little formal education, but an avid reader.• Known for his storytelling ability and inspiriting

sense of humor.• In 1860, won the Republican nomination for

President.• Began his Presidency in a nation torn apart by

the issue of slavery.


Leadership Snapshot, Abraham Lincoln

• Made a bold leadership decision and selected four political arch rivals to be in his cabinet.

• Lincoln was challenged by his cabinet on various occasions.

• He had a remarkable ability to work with those with whom he disagreed.

• Lincoln’s leadership was about bringing together a nation that was deeply divided.


Case Study: Next Step1. This chapter discusses several reasons that

out-groups form. What is the best explanation for why Ursula, Nichole, and Todd appear to be out-group members? What impact are they having on Next Step? Do they have legitimate concerns? Discuss.

2. How could the initial meeting about fundraising strategies have been conducted so that all members were included in the decision?


Case Study: Next Step3. Of the six strategies for how leaders should respond to

out-group members, do you think that certain strategies might be more appropriate or effective in this situation given the verbalized feelings about Next Step from the out-group members?

4. How could other members of the group besides James help to build the group identity and sense of cohesion in Next Step?

5. In this situation, do you think it is worth the time and effort to try to include Ursula, Nichole, and Todd? Defend your answer.


Summary• Out-group refers to people who do not sense

they are part of a larger group.• Out-groups form for many reasons.• Their negative impact on groups can be

substantial, affecting community and synergy.• Out-group members deserve respect but

often don’t receive it from the in-group.• There are six main strategies for responding

effectively to out-group members.

BHU LS 600 Chapter 9

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Transcript of BHU LS 600 Chapter 9