Building Resilience: Your Antidote to Groupthink
Inspired by: https://www.dmrpublications.com/the-construction-and-destruction-of-culture/
Note of Interest: In 1942, Albert Camus wrote an essay titled “The Myth of Sisyphus”. In this essay, Camus argues that despite what may seem to be a meaningless existence, one must embrace struggle and find meaning in the act of rebellion against the absurd. In the end Camus concluded that “One must imagine Sisyphus happy”, suggesting that Sisyphus has found meaning in his relentless work of rolling the massive boulder up the hill.
Businesses in our current environment have been made to be highly complex and leaders face the constant challenge of making sound decisions under pressure. A principal threat to effective decision-making is "groupthink". This is a phenomenon where the desire for harmony or conformity in a group overrides a realistic appraisal of alternatives. As a leader, how can you build resilience into your team, allowing them to challenge assumptions, think independently, and ultimately avoid the pitfalls of groupthink?
Understanding the Root of the Problem
To address groupthink, it's crucial to understand its underlying causes. I recently read a saying, "Remember that emotion drives bias. Bias drives belief. Belief drives behavior. And behavior determines our outcomes." Pause here for a moment. Think about how significantly our emotions shape our biases. Emotions have a profound influence over what we believe to be true. These beliefs often guide our behavior, which ultimately determines the results we achieve. When team members are afraid (a deep-seated emotion) to express dissenting opinions due to fear of conflict or rejection, groupthink usually takes hold, and your team's ability to make objective decisions is compromised.
The Power of Resilience
Resilience, the ability to bounce back from adversity, is a critical skill in business and everyday life. Resilient teams are better equipped to handle setbacks, adapt to change, and overcome fear and challenges. When team members are resilient, they tend to:
Challenge assumptions: They feel safe and emboldened to question the status quo. They are comfortable offering alternative perspectives, even when those perspectives differ from the majority.
Embrace healthy conflict: They understand that vigorous, healthy disagreement leads to better outcomes and are willing to engage in constructive debate.
Learn from failure: They learn that what can be viewed as a setback is a chance to better prepare for next time, enabling opportunity for growth and improvement, rather than being a source of shame or blame.
Maintain objectivity: They are more likely to rely on truth and objective facts, and less likely to be swayed by emotional appeals or potential personal bias.
Coaching and Mentoring for Resilience
As a leader, you fulfill a vital role in coaching and mentoring your team to develop resilience. Consider the following strategies:
Create a space for building confidence: Foster an environment where your team members understand that they will feel uncomfortable expressing their opinions, and that is okay. Constructively share those views and thoughts, even when the conversation might seem awkward or unpopular. Encourage open communication, active listening, and respect for well-thought-out viewpoints.
Promote self-awareness: Help team members understand their personal biases. Encourage them to reflect on how emotions might be influencing their thoughts and decision-making.
Develop critical thinking skills: Coach, Mentor, and teach team members how to evaluate information objectively, identify logical fallacies, and construct sound arguments.
Encourage experimentation: Give your team room to take calculated risks and try new approaches. Help them reframe what they might call “failures” as learning experiences and opportunities for growth.
Provide support and encouragement: Offering support and encouragement is particularly important during challenging times. Embrace the wins, both big and small. Show recognition for efforts to develop resilience.
Model resilience: Strive to be a living example. As a leader, your behavior sets the tone for your subordinates. Demonstrate resilience by being open to feedback, admitting mistakes, and bouncing back from setbacks with a “let’s get after it” attitude.
By prioritizing resilience, you can help lift your team above groupthink. This will lead them to make better decisions and achieve greater success. Remember, building resilience is unending; it requires patience, commitment, and a genuine belief in the potential of those in your care.
