Origins of T-Group Methodology

NTL Institute, the originator of T-Group (Training Group) Learning Methodology, was founded on the vision of Kurt Lewin and his colleagues and NTL co-founders Ron Lippitt, Lee Bradford, and Ken Benne. Today, NTL's T-Group learning remains the most popular, authentic, and simply the most effective for changing human attitudes and behaviors, though many have tried to replicate the experience. 

The T-Group Experience

NTL's world-renowned T-Group methodology forms the core experience of our Human Interaction and Leadership Laboratories. Participants work in small groups of 6 to 12 people, over an extended period of time, in an atmosphere of mutual support and accountability. They learn and practice new skills and behaviors that can immediately be applied when they return to their work and home environments. Learning is enhanced by integrated "community sessions" which introduce and explain core concepts as they unfold throughout the week. Inter-group and one-on-one coaching exercises add depth to participants' insights. 

Impacts and Outcomes

Those who have participated successfully in an NTL T-Group Laboratory will bring back new skills and abilities to help them perform more effectively as members of their work teams. Typically, they will be:

  • Better able to listen to, and demonstrate understanding of decisions, discussion points, etc.
  • More able and willing to communicate their thoughts about organization plans or concerns in an open, constructive manner
  • More aware of the need to check assumptions, and help others do the same, in planning and problem-solving discussions
  • More willing to acknowledge their behaviors (e.g. the tendency to to talk too much, interrupt others, be sarcastic, be too quiet, make insensitive comments, etc.) and be able to say they are working on it
  • More aware of the diversity-related sensitivities and issues that typically arise among work group members from different racial, ethnic, religious, gender. age, socioeconomic, etc. group identities, and better able to approach individuals from different identity groups in sensitive and positive ways
  • More able to recognize what is going on in terms of interpersonal dynamics at work group meetings, and to help keep meetings on track

This type of learning is a tool for building a high performance culture—one with improved teamwork, collaboration, better performance, innovation, accountability and interpersonal communication. 

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