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refined. I think that if I can be a part of people formalizing their ideas into opinions, I can be
much more effective and efficient to think my way, than to convince them when they already
formed and discussed their ideas into opinions. So the art of influencing different groupopinions
is to be part of getting to this opinion.
Role of informal leadership
The kind of group we were in was with one formal leader and the rest of the group-members
being on equal terms to each other. After the points I made in the last paragraph I now notice
that there are several people who do know that this is going on and they are able to use this in
their advantage. Well, actually everybody tries to convince people in one way or another. The
only thing is that some people are more effective in doing so. These kinds of people (informal
leaders) have a large influence on what is going on in a group without everyone being aware
of that influence. This is the strong part from those persons; they are able to influence people
without them realizing to be influenced. Or rather, they were there when others formed their
opinions and got a part in the formation of that opinion. This had the effect that these people
had not the feeling that they were convinced but rather that they thought the same way.
Now I will give an example about how this informal leader can affect the formal leader of the
group. There was one example in which there was one person having an idea. After discussing
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this with the (formal) leader of the group, this leader was not convinced and his idea was
discarded. The thing this person did was first to talk about this with some other members of
the group and got them convinced (or maybe they thought a similar thing as well) of the
importance of the idea. Now being with a group of people sharing an idea it was possible for
them to make the leader accept the idea. The thing I learned from this is that when the
informal leader does it in a good way he/she can affect the formal leader of the group on a
democratic way
The issue of agendas
Let us look at the so called agenda. There are two kinds of agendas that leaders use; the open
one, the hidden one and there are also leaders who do not have any formal one at all. The
open agenda is the one in which the leader actually gives the group an assignment. The hidden
one is actually about freedom of choices. If there is no agenda it gives the group-members the
freedom of development as informal leaders.
In the past two weeks I noticed that the leader is not always obvious in where he wants to go
to. And so, it appears that the leader has no agenda at all. This has some advantages and some
disadvantages. First the advantages; it is good for keeping people motivated; if they have the
feeling that they come up with their own idea and are able to follow it, it gets them motivated.
Another advantage is that you as a leader are not too obvious about what you actually want
and you can just start guiding it.
But there are some disadvantages as well! People react differently to not knowing where to
go to; there are people who need to be guided a lot. You give them an assignment and they do
it the best they can. If they do not know where to go to it might be that challenging for them
that they do not really know where to go to. But there are also people who do not need this
kind of guidance; these are the people who you are really motivating using these kinds of
techniques. They know they are able to follow their own ideas and that they are appreciated to
do so. It is in this part very important to know whom you give some space to explore to and
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who you would better not to. It is here again important to inform different group-members in
different ways; there is no general approach to reach everybody in the group.
Conclusion
The most important part I learned in writing this thesis is that it is really important for leaders
to know their group. There is no general approach to reach and motivate different kinds of
people so the important part of being a leader in my opinion is to differentiate; to know who
you are working with; to know how to reach them and to know how to stimulate them. If you
are able to do this you are able to get the group where you want in an informal way. The
important advantage of it is that it is way more efficient than doing everything in the formal
circuit. The reason of it is that you avoid discussions without leaving out the criticism which
people tend to have anyway. The important part of group-work is the group itself!
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LEADING CHANGE PROCESS FOR DECENTRALISATION
Dolores Jovanovic
　
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