Diversity, Group Think and Few Ideas

Group dynamics in a team is a strong force. People on the team are used to work in a certain way. They always encounter/expect some specific/known behaviors from their colleagues. They have a fortified belief system about how things should be done in the team. There is a specific way of communication and often the one that pleases people higher up in the order.

Group dynamics kick in when someone in the team dares to think differently. When the new member exhibits better skills or a different way of communication. Team members go on a back foot and critically analyse the difference. Often, they end up preaching about how things should be done. The fear of getting criticized/ridiculed keeps the team members from expressing themselves fully and completely. The group tries to convert fresh thinking into compliant thinking, and the spark of fresh thinking just fades into this group that we call team.

This force limits the ability of team members to openly acknowledge differences – therefore undermining a team’s capacity to learn about and improve on its strategies, processes and practices. Group think stalls improvement and keeps people from identifying strongly with their work.

So, what can YOU do?

If you are a manager, make conflicts constructive, value different perspectives and approaches, ensure that team learns/unlearns constantly through experiences, expect high standards from your team, stimulate/encourage personal development, value people who think differently and be open in communication. Reduce bureaucracies so that team has direct access to the senior folks. Have formal brainstorming sessions with the team, and moderate the discussion to ensure that ideas are openly assessed.

If you are a team member, don’t let group thinking conquer your unique opinion. Identify first with your work, and then with the team. Be polite and firm while presenting your viewpoint. When you think your opinion is important, take due care in how you present it. Have humility to accept if your viewpoint is negated with reasonable justifications and don’t let it keep you from expressing yourself next time.

In lean terms, group think is another waste. Diversity is the key to success, and building a culture where diversity is valued has never been as important as it is today.

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Join in the conversation: Would you like to add any more ideas to help managers and/or individuals foster a culture where diversity in thinking leads to improvements?