“Groupthink” occurs when group members feel forced to agree on a
plan of action rather than provide constructive criticism, competing
perspectives, or their own ideas. Group harmony stifles good judgment
and innovative problem-solving. Managers often hire people
precisely like themselves. Some get a sense of comfort by doing this,
while others simply want their own opinions validated. Whatever the
reason, hiring people exactly like yourself is a huge mistake.
SOLUTION: Vary the makeup of your team by
how they process problems. This way, you’ll get a variety of viewpoints,
ensuring you’ll come up with the most viable solution. You can do this
by balancing your team by their Inner Genius Archetype. Every team
member has an Archetype – one of 12 ways of processing the information
they take in — some use a hands-on approach; some experiment,
brainstorm, and invent possibilities; others focus on the big picture;
others mine and create data, facts, and figures!
A well-oiled machine is an example of a highly functional team, but let’s be honest: such a team may not perform so well on day one, much alone on day 30. Even the most evenly distributed team members need some time to get along… or do they?
SOLUTION: Make sure every member of your team knows how each and every other member of the team prefers to learn and communicate. For example, suppose Nancy learns best by processing the big picture. In that case, knowledgeable team members will include it in their emails and conversations: “Nancy, in the Vision Report, you’ll recall that we set out to acquire an organization that could give us expanded operational manufacturing facilities, as we’re stretched in this area.” These team members hook Nancy’s attention and engage her creativity by doing so. As a result, Nancy will feel that their teammates are speaking her language. Imagine a whole team doing this with each other on Day 1: instant rapport, instant flow, instant team chemistry!
Many organizations were dealt a body blow by COVID-19. Even with the
most thorough contingency arrangements in place, very few people were
able to escape unhurt. The corporate team of today must not only be
prepared for change but also actively seek it out. They need to have the
adaptability that allows them to make adjustments and meet deadlines.
SOLUTION: Train your team in Learning Agility. Not only do the learning agile have
an ability to walk the razor’s edge and live inside new and
unprecedented situations, but they have an insatiable appetite for
change. They also are highly results-focused, having the acumen to
deliver results by the prescribed deadline — especially in critical,
new, and challenging situations. Also, they can think critically about
complex situations, act like a sponge for new information, and
constantly solicit feedback to improve. Is that the type of team makeup
you want? I sure do!
