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"If we don't change direction soon, we'll
end up where we're going." Professor Irwin Corey
"When people
are free to do as they please, they usually imitate
each other" Eric Hoffer
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Organisations
can become very homogenous, recruiting
talent from the same educational & cultural
pool, indoctrinating a single culture and
breeding 'followship'
behind a single vision. This may serve them
well in periods of stability and linear
growth but once change is required this
'asset' can quickly turn into a liability.
One symptom to look out
for is 'groupthink' which can occur at
all levels of an organisation and become a
major barrier to innovation and change... |
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...3 things among many that you can do about it.... |
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Actively seek
outsiders to broaden horizons -
most company decision-making
groups are far too homogenous,
people with similar backgrounds,
qualifications and a strong
interest to maintain the status
quo -
Seek DIVERSITY and ask a
customer, partner or colleague
outside the unit or company to
get involved! |
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If the culture
set by leadership does not
respect dissent as a opportunity
to make better decisions then we
end up with the situation in the
cartoon above, no one want to
rocks the boat -
Respect DISSENT and build a
culture where dissent is not a
personal attack but a positive
attempt to make better
decisions. |
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Educate the group as to the
problem, its consequences and
what they can do about it,
including;
recognise their
own communication style, how to
switch between styles and the
need for evidence-based decision
making -
And be
willing to
RE-FORM the group to get the
right mix of people relevant to
the job in hand. ...and
thank you to Irving Janis, who
studied group decision-making
and developed the theory of
GroupThink. |
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