Group Culture Profile

Based on the seminal works of Wilfred Bion and Jerry B. Harvey, the Group Culture Profile (“GCP”) measures a group’s culture or underlying emotionality — the group’s “EQ”. While there are many assessments of this type, the GCP is the only assessment that by design incorporates the leader’s and team members’ leadership style and capacity to deal with stress.

Group culture is not merely the sum of individual personalities. Rather it is the atmosphere that emerges that is above and beyond individuality. Group culture comes primarily from the leader’s and group members’ leadership style, and the larger environment or challenge the group faces.

Groups operate at two distinct levels: conscious and unconscious. The conscious element is based on rational, intentional behavior. People are accountable for their actions, and communication within the group is open, honest, and direct. Diverse opinions are expressed openly. The group is rational, realistic, responsible, and mature. Emotions do not dominate. The team is productive and effective, which facilitates learning, synergy, and team member satisfaction. The GCP measure this this quality on the Dynamic scale.

The GCP also measures the unconscious elements of culture caused by the three collective “Shadows.” The “Shadow” manifests as irrational and distressed thinking, feelings, and behaviors that are triggered by stress and fueled by negative emotions such a fear, jealousy, and anger. The three distinct cultural patterns of behavior are:

  • Detached: people are angry and apathetic and express their frustration through covert acts that allow them to withdraw from the group.
  • Dramatic: while the group exhibits surface warmth and support, the underlying emotionality includes hope and despair. Team members hope the future will improve without having the difficult conversations necessary to address problems. The norm of politeness is paramount. Gossip, triangulation, and frustration pervade.
  • Dependent: people experience helplessness and fear. Members act immaturely, relying excessively on the leader, rules, or tradition for guidance. Members lack critical judgment and avoid responsibility.

The GCP also measures the Five Dimensions of Team Performance which are: Trust, Participation, Conflict Management, Communication, and Purpose.