Tag Archives: Robert P Crosby

T-Group as Cutting Edge Post #5:

Implications for OD Practice The first major implication from what I have written above is that team and even some leadership development, not just T-group training, needs to be done with intact groups. This minimizes the problem of transfer of … Continue reading

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T-group as Cutting Edge Post#4: T-group Innovations: Our “Tough Stuff” Model

Our “Tough Stuff” trademarked name is true to the essence of the original laboratory training, but adapted to highlight workplace relevance. Our unique T-group innovations are interwoven throughout each Tough Stuff event. Each location we help transform has Tough Stuff … Continue reading

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T-Group as Cutting Edge Post #3: Differences Between “Stranger’ Groups and “Intact” Groups

Almost all T-groups have been composed of people meeting each other for the first time. Thus they were called “stranger” groups or laboratories (“laboratory training” was an early common term for the workshop that included T-groups). Even in corporations like … Continue reading

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T-group as Cutting Edge: Today? Really?

An edited version of the following appears in a recent edition of the ODPractitioner The author, Robert P Crosby, is trained by the founders of Organization Development (OD). His first “Training-group” (T-group) was in 1953 followed by “Train-the-Trainers” with Lippitt, … Continue reading

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Examples of Work Culture Shifts

From: Finding fault and Blame  To: “Make it work” – Take responsibility From: Language of “I’ll try”  To: “I’ll do it” From: Low trust and morale  To: High trust and morale From: Low concern for safety  … Continue reading

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T-Groups – “…the most significant social invention of the (20th) century.”

T-Groups are a unique learning methodology invented in 1946 by Kurt Lewin, who many consider the founder of organizational development. Carl Rogers, a renowned psychotherapist, reportedly described the T-Group as “…the most significant social invention of the century.” We strongly agree. … Continue reading

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Whole systems change

My colleagues on OD Net are discussing “whole systems change” which is the art of creating a high performance high satisfaction culture in an organization. Carefullly orchestrated events where a cross-section is brought together to create the new culture are … Continue reading

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