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克服工作场所的群体思维

当每个人都点头同意时,要担心

员工上一次与大多数人意见相左是什么时候?上一次挑战你的想法是什么时候?上一次在一场原本很顺利的会议上表达有争议的观点是什么时候?

如果你不记得了,你需要继续阅读。

工作场所的异议令人不快。具有破坏性。情况复杂。当一名员工不同意团队其他成员的意见时,需要做额外的工作才能达成共识,从而减慢进程。

但如果你的组织没有定期经历健康水平的建设性冲突,它可能会经历更危险的事情:“集体思维”群体思维是社会心理学家欧文·詹尼斯于 1972 年创造的,它是指为了追求和谐,以不鼓励创造力和个人责任感的方式进行思考或做出群体决策的做法。

简单来说,群体思维是指员工自动达成一致——要么是因为他们想法太过相似,要么是因为他们害怕表达不同意见。虽然听起来可能不是那么糟糕,但群体思维会抑制创新,并使您的企业面临更大的战略失误和错失机会的风险。

因此,如果你在会议中看到很多人点头,不要只是自我表扬。想想:“我们是否达成了真正的共识——还是群体思维在作怪?”以下是如何区分两者:

  • 团体思维是看不见的。 领导者常常将群体思维误认为是一致或协同作用。当每个人都同意并朝着同一个方向前进时,人们很自然地会认为这是因为团队走在了正确的道路上(而事实上,这可能只是因为员工们太害怕打乱计划)。
  • 集体思维很容易。 共识是冲突的副产品;为了达成共识,你必须克服意见分歧,处理意外问题,并忍受不适和干扰。

这是什么意思?不要因为工作场所的冲突和分歧而灰心丧气。相反,你应该:

  1. 欢迎光临。 让员工知道你重视并尊重他们的意见。
  2. 分析一下。 考虑一下员工是否提出了好的想法,或者他们是否只是为了反对而反对。大胆创新的思想家和“消极的内德/内利”之间有很大区别。
  3. 用它。 当员工提出不受欢迎的意见,指出潜在的威胁、解决方案或机会时,请探索它!它造成的暂时混乱和不适可能会带来长期的竞争优势。

相关文章:

群体思维的危害——以及更明智的商业选择

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