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

1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning

Cogg’s Ladder: Model of Team Development

1. The Polite Stage
2. The “Why Are We Here?” Stage
3. The Power Phase; Bid For Power
4. The Cooperation Phase; Performance Progress
5. 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!