1.10. Group Dynamics Processes

AOE 1. Performance Improvement; Sub-section 1.10. Group Dynamics Process Learning objectives for Group Dynamics Processes: Explain group dynamics Explain why understanding group dynamics is important in improving performance Explain groupthink List strategies to ensure full group participation in team decisions List behavioral styles of individuals Describe the Tuckman model List the five stages in the Tuckman model List the five stages in Cog’s Ladder Group dynamics: the interaction of individuals working or learning together & includes things like setting goals, communicating, making decisions, providing leadership,& resolving conflict; facilitation strategies can affect and impact these dynamics, as shared in Ep. 1.7. Personal identity issues: Will I belong? Will I be listened to? Will I have a chance to contribute? Relationship issues: Will everyone get along? How will people from different departments and levels interact? Will the working atmosphere be friendly or businesslike? Will communication be open? Inclusion Practices Establish clear communication methods and styles Establish agreement and maintain focus on the objectives, goals, and mission of the team and project with clear defined relationships Assist team members with relationship building - introductions, social meetings, etc. Ensure that team members remain connected to daily work Become familiar with any cultural differences, and address these differences with individuals and with the team Establish a code of conduct - communication style, conflict management, roles in the group, consequences of conduct, norms, meeting expectations, etc. Groupthink “occurs when a group of well-intentioned people make irrational or non-optimal decisions that are spurred by the urge to conform or the discouragement of dissent. This problematic or premature consensus may be fueled by a particular agenda or simply because group members value harmony and coherence above rational thinking.” Conditions that allow for groupthink: isolation of the group, high group cohesion, directive leadership, lack of norms related to methodical decision-making procedures, homogeneity of members, and high stress from external threats. Ways to avoid groupthink: Assign a member of the group the role of devil’s advocate to argue against the consensus view Create avenues for anonymous feedback e.g. suggestion forms/boxes Provide mechanisms in which any member of the group is free to appeal to someone outside the group Ensure the group uses methodological decision-making processes Decision-Making Processes — see Ep. 1.7.; allow others to contribute their ideas and perspectives and allow the group to avoid narrow thinking. E.g. brainstorming, nominal group technique, affinity & interrelationship diagramming Social Psychology Dynamics: behavioral styles categorize personality differences, information-processing styles, and social interaction differences. One common way to identify behavioral style model is the DiSC Personality Profile (Marston, 1928) refers to the four basic behavioral styles: Dominance (direct and decisive) Influence (optimistic and outgoing) Steadiness (sincere and cooperative) Conscientious (concerned and correct) What’s your DiSC Personality? Find out: https://www.123test.com/disc-personality-test/ Tuckman Model of Group/Team Development Forming Storming Norming Performing Adjourning Cogg’s Ladder: Model of Team Development The Polite Stage The “Why Are We Here?” Stage The Power Phase; Bid For Power The Cooperation Phase; Performance Progress The Esprit de Corps Phase; Synergy What sort of models do you use for team development? Are there assessments that you prefer for assessing individual and group dynamics? Let me know!