Doing so is particularly difficult to achieve until team members reach a level of trust where they are willing to forsake individual agendas but feel safe in providing their opinions on accomplishing the objectives of the team. In my work as a consultant, I see individuals believing they have a responsibility to “play nicely” rather than vocalize their ideas. What appears to be a good idea provided by a team may well have been a great idea if groupthink had been avoided. Moreover, you may discover hidden leaders who now are brave enough to sparkle. See our top clients.
One of my favorite experiences is to have an intense conversation with someone whose thinking I am diametrically opposed to. We stimulate each other with an intellectual conversation that may lead to a little tweaking of our own premise. However, while we likely will not have changed any mines we agree to do so again tomorrow because great conversation should move us to question. Helping us to see things differently. The point is in doing so we don’t “unfriend” them. We develop a respect to agree or disagree.
We don’t assess blame
We share ownership of the problem
We take responsibility
We began to speak with each other respectfully. Not seeing an opposition to an idea as a denigration of anyone.
We can disagree vociferously while still playing nice
Recognize we have to make sacrifices to move the team to a new level where each voice is more than heard.
Raise the expectation to avoid groupthink
Strongly encourage robust conversations and the ability to defend them.