Teams. Teamwork. Collaboration. Working successfully as peers.
These are important qualities – things worth investing in and improving. We may not always associate those words with the phrase “peer group,” but it is a valid description. And make no mistake, there can be problems with peer groups, regardless of the ages of the members.
To build better teams, we need to understand the dynamics of peer groups – the beneficial and the problematic. Here are five problems you might find or notice in your team.
Groupthink
Groupthink was first defined by Irving L. Janis as: “a mode of thinking people engage in when they are deeply involved in a cohesive in-group, when the members striving for unanimity override their motivation to realistically appraise alternative courses of action.”
Thinking together is great. Building consensus can be powerful. But when the need/desire for cohesion overrides individual ideas, or ideas are accepted with little analysis, it is a problem.
Are individuals submitting to group decisions too easily? Are dissenting opinions being voiced and valued? If your answers make you uncomfortable, you may have a groupthink problem.
Pressure to Conform
Having a clear culture that defines norms, behaviors, and expectations can be a powerful aid to team success. But if people feel pressured to conform without question, you have a problem. Even if the norms are counterproductive or unethical. People end up “going along” when it might not be in the best interest of the team or individual.
Are individuals conforming and feel like they are losing their individuality? Do people (too) often do things they aren’t comfortable with because they want to fit in? If so, the pressure to conform may be at unhealthy levels.
Resistance to Change
Resistance to change is a natural human tendency. But this tendency can be compounded by the dynamics of the peer group. When a group feels threatened by change, or the change impacts norms or group status, individual resistance can be magnified.
Is the group of one voice in their resistance to change? Does the full team say the same things and describe the same concerns? If so, ask the team for opposing ideas, or talk with individuals to start to break through the resistance. Remember that the prevailing group opinion of the change can become positive and helpful too.
Loyalty Dilemmas
While you want people to feel loyalty to each other and the team, it can go too far. While the team is important, what about the organization’s goals? What about the messages of the team leader? The problem with peer groups appears when these messages and loyalties get out of alignment.
Does your team place their goals and success above the organization’s? Does the team seem to have a mind and focus all its own? If so, help the team reassess and realign to the bigger picture.
Communication Silos
A strong team can have excellent communication within – and that is one reason a team is strong. But if information is held within the team, or sharing outside is discouraged or ineffective, you have a greater chance for silos.
Does your team overly focus on inter-team communication? Do you see communication silos getting worse? Is the team more interested in their opinions than others? If you see these challenges, it is time to help your team communicate more willingly and broadly.
This list and even the idea of the article might sound cynical, but that isn’t the point. My goal is for us to lead with our eyes open. Knowing and watching for the possible problems puts you in a better position to address or overcome them. Look at the list above as a caution. If you see these things on your team, work with them to overcome these problems.
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