As a social scientist focused on emotional processes in groups under stress, I chose the Prosocial Process for Team Self-Governance to work with a team of community development specialists in Central Africa, bringing them together to consider their team processes in ways that were completely new to them. The team consisted of four young women, committed to bringing prosperity to their impoverished, rural community in the areas of academic education and training, small rural enterprise development, women and youth leadership and empowerment, as well as business administration and financial planning.
The Prosocial Process for Team Self-Governance, a Nobel prize winning initiative, is first and foremost a method for group change that enhances engagement and collaboration within groups of all sizes. As a model for participatory change that transcends culture, Prosocial brings together the strengths of the evolutionary, behavioral, and political sciences. A Nobel prize-winning model, it is based on eight Core Design Principles (CDPs), which represent the core principles all groups must have to develop high performance.
While the Prosocial Process for Team Self-Governance is a framework for building team engagement, it does much, much more. In this short video the team grasp’s the mechanics of the process with complete ease, building psychological flexibility and trust from the outset. As they move into the Prosocial framework, they transition smoothly from one Core Design Principle to the next with agility. This video shows how that happened.
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