Group dynamics: Basic knowledge for your teamwork

Group dynamics are primarily studied in social psychology. Theories about group dynamics explain how our individual behavior can be altered by being part of a group. In teamwork, group dynamics play a crucial role and are essential knowledge for anyone who regularly works with others. In this article, we have summarized all the fundamental group dynamics and explained how you can make teamwork more successful despite, or even with, them.

Group dynamics: The origin

Group dynamics are often negatively perceived in the context of teamwork. They are usually explained with undesirable examples, giving the impression that groups and teamwork are not very beneficial. But why do people so often gather in groups if these lead to worse outcomes in teamwork? To truly grasp group dynamics, we first need to understand why people join groups. The reason is simple: our ancestors survived more easily when they allied in groups. Humans have a strong need for stable social relationships, one of the most fundamental needs. Even though we no longer sit around a fire together, sharing the spoils of a hunt, groups still hold significant meaning for us. We need groups to feel safe and to thrive. They help us find our identity, offer guidance in challenging situations, and much more. For humans, groups and group dynamics provide many advantages as they generally make life easier. However, in the workplace and especially in teamwork, they can also have negative effects.

Group dynamics: Our top 3

Group dynamics are known as group phenomena. We humans tend to perceive ourselves as very self-determined. We don’t feel that our behavior is influenced by those around us. However, this perception is often misleading. Even some U.S. presidents have fallen victim to certain group dynamics. To help you avoid this in the future and prevent poor outcomes in teamwork, here are our top 3 group dynamics.

1. Groupthink

Groupthink is one of the most well-known group phenomena. The Bay of Pigs invasion under U.S. President Kennedy is often cited as an example. A team of experts decided to launch an attack on Cuba, which ended in a political disaster for the United States. How could an entire team of experts make such poor decisions? The answer is groupthink. Groupthink occurs when members of a group prioritize harmony and consensus over a realistic assessment of alternatives. In team decision-making, more attention is given to finding a common agreement than to thoroughly considering all possible alternatives. Harmony outweighs the pursuit of a high-quality outcome. Think this doesn’t apply to you? Reflect on your last teamwork experience with people you liked. How quickly did you agree to suggestions you might have judged differently if you had been alone? You didn’t want to raise objections because of the good relationship with your colleagues. Groupthink happens quickly and often in teamwork. That’s why this group dynamic should always be kept in mind. If you suspect groupthink is common in your team’s work, try assigning different roles, such as critic, creative thinker, moderator, optimist (Six Hats Technique).

2. Group polarization

The second significant group dynamic in teamwork is group polarization. If a group already holds a prevailing attitude, this can become more extreme through discussion. Imagine you’re discussing the current restructuring in your team. The general attitude is somewhat negative, with few people seeing the changes as beneficial. As the group begins to discuss the restructuring, it’s likely that the team’s opinion will shift from somewhat negative to very negative. But what can be done to prevent this? Should conversations and discussions on certain topics simply be avoided? It’s helpful to first gather individual opinions before discussing the topic as a group. Tools like zweikern Analytics can assist here. Team members can express their views before being heavily influenced by the group. Afterward, the topic can be discussed in a team setting. If the opinion shifts toward an extreme, the survey results can be referenced, promoting higher quality discussions and encouraging self-reflection within the team.

3. Social conformity

The third top group dynamic in teamwork is social conformity. Individuals adapt their behavior or thinking to align with the group's standard. The tricky part is that we’re often unaware of this adaptation. There are two types of social conformity. The first arises from a person’s desire to gain approval and avoid rejection. The second occurs when individuals adopt others’ views of reality. A famous experiment by psychologist Asch illustrates this. In his experiment, a participant was placed in a room with several other people who were actually confederates. The group was shown three lines, with one line clearly shorter than the others. The participants were asked if they noticed any difference in the length of the lines. The confederates unanimously claimed the lines were the same length, a false statement. Surprisingly, many real participants agreed with the group, even though the lines were obviously different. They conformed to the group’s standard and changed their opinion in the wrong direction. If such a dynamic occurs with a simple question about line length, imagine its impact in more complex tasks. The influence can be even more significant, ultimately leading to poor quality in teamwork outcomes. Errors that could have been avoided. To prevent social conformity and thus lower quality results in your organization, it’s best to address company culture. Encourage individual opinions and implement an open error culture. When differing views and mistakes are allowed or even positively valued, team members are more likely to express their own opinions, even if they deviate from the group’s views and standards. This can significantly improve the quality of teamwork.

Those were our top 3 group dynamics. We hope you were able to refresh or even expand your basic knowledge of group dynamics. Are you intrigued by teamwork and want to learn how to make team meetings more efficient? Read on at Team Meetings: 7 Points for Constructive Meetings!

“We need the whole team, every player, if we want to be successful.” – Pep Guardiola

References

Myers, D. G., Hoppe-Graff, S., & Keller, B. (2014). Psychologie, 3., vollst. überarb. und erw.Aufl. Berlin ua: Springer.