Have you ever been in a work meeting when a leader has proposed a course of action and everyone agrees fairly quickly? In such a situation, some of the more out-spoken colleagues immediately and enthusiastically show support – sincerely or not. But maybe some people look unsure or uncomfortable, yet hesitant to voice doubts. Perhaps more reserved employees remain quiet entirely. Show The main thing is, no one asks follow-up questions, raises thoughtful objections, explores other facets of an issue or plays devil’s advocate. This is an example of groupthink in the workplace. Groupthink definedGroupthink is a psychological phenomenon in which people make largely unanimous and unquestioning decisions for a variety of reasons:
The presence of any of these factors can cause critical evaluation, thoughtful discussion or healthy dissent to be overridden in favor of harmony and conformity. After all, it can seem more convenient and safer to just go with the flow and not rock the boat. However, many times the result can be less-than-optimal or even very poor business decisions. How groupthink happensIt can occur when an organization’s people lack the strategies and tools to manage conflict effectively, whether that entails policies, procedures, reporting structures or training. When poor conflict management exists, unfortunately, challenging ideas may be misconstrued as challenging people. Those who feel they are being challenged can take personal offense and tempers can flare. Most have a natural tendency to want to avoid these awkward or unpleasant encounters with others at work. Groupthink can also be a symptom of a negative workplace culture in which people:
In some situations, colleagues may genuinely think the same way about a topic because it’s a more homogeneous workforce – everyone has similar life experiences and perspectives. However, this can lead to blind spots – the overlooking of critical insights that colleagues with different backgrounds could otherwise provide. This is also why diversity in leadership is especially important, considering it’s the level where consequential decisions are made. Most often, groupthink is unconscious and unintentional. The warning signs of groupthinkSince groupthink is usually unconscious and unintentional, it can be hard to figure out whether it’s present in your organization. Yet, there are common warning signs, and here are some proven ways to spot them:
Furthermore, does any particular gender, race, ethnicity or age group, for example, tend to dominate within your workforce? If so, you may have a diversity problem that can lead to groupthink. The consequencesWhen groupthink exists in a workplace, a number of things can happen:
All of these consequences impact each other and have the potential to affect an organization’s productivity and financial bottom line. Strategies to overcome groupthink – and prevent it in the first place
Lastly, leadership should periodically review current policies, procedures and strategies, and assess where improvements can be made. The prevailing rule should never be: “X works, so X is the only way.” Summing it all upPeople often have a powerful need to belong and feel accepted, while fearing mistakes and conflict. That’s why groupthink is a challenge for so many organizations – and, in most cases, we’re not even aware of our mental processes that nudge us toward conformity and agreement. In some cases, groupthink can be a symptom of deeper problems at a workplace like conflict management, culture and diversity. To uproot groupthink and avoid the negative consequences, companies need to pay attention to the presence of common warning signs and practice certain strategies:
To learn more about being an organization that promotes creativity, idea sharing, critical thinking, diversity and inclusion, download our free magazine: The Insperity guide to being a best place to work. |