A successful CREW intervention results in a new, more fulfilling, and more productive group culture.
For some groups, getting to this goal reflects a gradual process of continuous change. We have introduced CREW into groups with a history of reinventing themselves. For example, a hospital opening a new facility with up-to-date technology used CREW as a way of assuring that team members worked together most effectively. CREW was a way of working together more effectively. It was another step in an ongoing process and certainly now the last step along that path. They were constantly learning new ways to work together and to address the needs of their patients.
For other groups, CREW represents abrupt or episodic change. They saw the challenge as overcoming inertia. They felt that their group was stuck in a rut. If they were involving at all, they were evolving in the wrong direction. One CREW participant was a medical ward with a long history of incivility and abusive interaction. The hospital leadership had tried repeatedly to address the problem by replacing the unit manager and reprimanding offenders, but the negative culture continued. The point of CREW was to disrupt a poorly functioning status quo as a step towards establishing something new.
What’s the model in your world?
Are groups in your organization looking for the next step in their ongoing evolution?
Or are they seeking freedom from their all-too-familiar ruts?