Introduction to Leadership
Concepts and Practice
Peter G. Northouse
Chapter 8:
Listening to Out-Group Members
© 2009 SAGE
Discussion Questions
Do leaders have a responsibility to
listen to divergent viewpoints?
Are out-groups inevitable to group
dynamics? Will some people always
be “left out”?
© 2009 SAGE
Who is in the Out-Group?
Refers to those individuals in a group
who do not feel a part of the larger
group
They may be in opposition or simply
disinterested
They may feel powerless, unaccepted,
alienated, or even discriminated against
© 2009 SAGE
Who is in the Out-Group?
Out-groups come in many forms:
Minorities who think their voice won’t
be heard
People who feel their ideas are
unappreciated
People who do not identify with the
group
© 2009 SAGE
“Social loafers”- group members who
are inclined to goof off or work below
their capacity
Why do Out-Groups Form?
Many reasons out-groups exist:
1. Because people disagree with the social, political or
ethical position of majority--in opposition
2. Some individuals cannot identify with beliefs, norms, or
values & as a result do not embrace the dominant
group’s reality (Social Identity Theory)
3. People feel excluded by the larger group. They do not
know where they “fit in”
4. People lack communication skills or social skills to
relate to a larger group
© 2009 SAGE
What is the Impact of Out-Groups?
Out-groups have adverse effects on
others:
1. Run counter to building community
Community brings people together and
provides a place to express similar ideas,
values, and opinions
Out-group members detract from using all of
the resources of the community to reach the
groups goals
© 2009 SAGE
What is the Impact of Out-Groups?
Out-groups have adverse effects on
others, cont’d.:
2. Have a negative impact group synergy
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 others
Central tenet of ethical leadership: treat
others with respect
© 2009 SAGE
How to Respond to
Out-Group Members
1.
Listen to out-group members
2.
Show empathy to out-group members
3.
Recognize the unique contributions of outgroup 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
© 2009 SAGE
Strategy 1:
Listen to Out-Group Members
More than anything out-group members
want to be heard
Listening requires that leaders set aside
their own biases in order to allow outgroup members to express their
viewpoints freely
When out-group members feel they have
been heard, they feel confirmed and
connected to the larger group
© 2009 SAGE
Strategy 2: Show Empathy
to Out-Group Members
Similar to listening, but more demanding
An effort to understand the feelings of
out-group member
Leader must suspend his or her own
feelings to “stand in the shoes” of outgroup members
Techniques include paraphrasing,
identifying feelings, & giving support
© 2009 SAGE
Strategy 3: Recognize Unique
Contributions of 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 to identify out-group members’
unique abilities & assets, and to integrate
these into the group process
© 2009 SAGE
Strategy 4: Help Out-Group
Members Feel Included
Out-group members do not feel as if they
belong & need to feel included
Leaders include out-group members by:
Responding to their communication cues
appropriately
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
© 2009 SAGE
Strategy 5: Create a Special
Relationship With Out-Group Members
Research Study on Out-Groups
Leader-Member Exchange (LMX) Theory
(Graen & Uhl-Bien, 1995)
Leaders should create a special, high-quality
relationship with each one of their followers
Results in out-group members becoming a part
of the group
© 2009 SAGE
Strategy 5: Create a Special
Relationship With Out-Group Members
Special relationships are built on
good communication
respect
trust
Relationships are often initiated when:
Leaders recognize out-group members who are
willing to step out of their scripted roles & take
on different responsibilities
Leaders challenge out-group members to
become engaged and try new things
© 2009 SAGE
Strategy 6: Give Out-Group Members
a Voice & Empower Them to Act
Give out-group members a voice:
Allows out-group members to be on
equal footing with other members of
group
When out-group members have a voice
they know their interests are being
recognized
they have an impact
© 2009 SAGE
Strategy 6: Give Out-Group Members
a Voice & Empower Them to Act
Empowering others to act
Allowing out-group members to be
more involved
Independent
responsible for their actions
Requires giving up some control & allowing
out-group members to have more control
Includes allowing them to participate in the
workings of the group (e.g., planning and
decision-making)
© 2009 SAGE