T-groups

For example, a 1975 article by Nancy E. Adler and Daniel Goleman[1] concluded that "Students who had participated in a T-group showed significantly more change toward their selected goal than those who had not."

First conceived as a research technique with a goal to change the standards, attitudes and behavior of individuals, the T-group evolved into educational and treatment schemes for non-psychiatric patient people.

[7] Applying the behavioral communication model of John L. Wallen, The Interpersonal Gap, the participants are given a structure for talking about and learning from their interactions.

Crosby was first a T-group participant in 1953, and was mentored by Lewin associates Ken Benne, Leland Bradford and Ronald Lippitt.

Throughout Crosby's Organization Development career he has used T-groups in numerous business culture change and performance improvement initiatives,[9] most famously during the PECO Nuclear turnaround following the shutdown of Peach Bottom Atomic Power Station for human performance issues by the Nuclear Regulatory Commission in 1987.

[11] Another recent version of the T-groups is the Appreciative Inquiry Human Interaction Laboratory, which focuses on strengths-based learning processes.

One 1971 study[14] found that 9% of normal college students participating in an encounter group developed psychological problems lasting at least six months after their experience.

The most dangerous groups had authoritarian and charismatic leaders who used vicious emotional attacks and public humiliation to try to break participants.