"Three Needs of a Group" with Carsten Lützen

Are you looking to enhance team collaboration and understand what makes group dynamics work?
In this video, I break down the Three Core Needs of Group Dynamics-Process, Relations, and Content/Subject Matter. This powerful model, introduced to me by facilitation expert Katrine Kjeldsen, helps facilitators, team leaders, and project managers create balanced and high-performing teams by focusing on these essential aspects.
We'll explore each need in detail:
Process: How the group structures its activities and workflow.
Relations: Building strong, positive interpersonal connections.
Content/Subject Matter: The importance of focusing on the group’s main objectives and topics.
Whether you're new to facilitation techniques or a seasoned team leader, this model offers insights that can transform your approach to group management and collaborative work.
If you find this video valuable, please like, comment, and subscribe for more tips on effective team facilitation and group dynamics!

[@rainer3614]

Good content.
I suggest to look into lighting setups (to make your videos look more professional)

I have a lighting setup (not the best, but it works)... I was just lazy this time and didn't take the time to set it up :D And recorded the video late :D.
But in hindsight, I should have taken the time for sure :)

[@b.a9891]

Hi Carsten ,
Thanks for the video :
I like what you said about the interaction between process and relationships, but I’m wondering where systems and environments fit in-those are critical pillars for the success of the teams we coach.
Where I disagree :
My disagreement stems from the way you’ve framed this when you talked about stewardship in the process side , it feels as though you’re adopting a neutral stance, almost distancing yourself from responsibility. I think that’s one of the key reasons why agile coaching, particularly professional coaching, isn’t as effective as it could be.
If you look at it from the perspective of a sports coach, they are responsible and accountable for the results of their team. In the same way, as agile coaches, we cannot remain neutral or focus solely on process. Ultimately, those relationships and processes influence the work and outcomes-the content, so to speak, we have to look at it from a systemic angle ,everything is related ,process and relations are going to impact content , That means, in a very real sense, we share responsibility for the results alongside the teams we coach. Positioning ourselves outside that sphere of responsibility, in my view, is a big reason why agile coaching has often struggled to deliver its full potential.”
The more I look at it the more I think the best way is for us to define ourselves as system improvers

Hi. Thanks a lot for taking the time to respond and share your thoughts!
For me it depends a lot if I see myself as a completely neutral part or not. Often when I do one-of workshops where I try to remove tension in teams due to conflict or the likes I have to be neutral. I don’t know their system and environment well enough at all to bring concrete solutions to the table. I can maybe plant seeds but that’s it.
When I embed myself for a longer term in teams or systems. I’m not 100% neutral. I have an agenda, some goals to try and achieve. Some of them will require me to teach the system/team new skills or knowledge. And there I’m not neutral because I have a reason for what I teach them.
Also the more I embed myself into the system the more biased I become. I can’t stay neutral when I’m embedded:-).
But I always start out neutral as a ‘pure’ facilitator, and then try to figure out what would a good next step be: if it is to stay neutral or to embed myself. But then I wouldn’t call myself a facilitator:-)

Oh. And on the agile coach title I’m not a bit fan of that due to the overloading of the title. Still looking for better suggestions:-)

[@b.a9891]

Wow ..
Awesome
That’s great way of putting it ,thank you Carsten .
Very interesting insights