Disclaimer. This article is not meant to showcase a certain coverage or an insurance idea but instead, to share the experience of how we have found success in the building of our culture.
Groupthink is the practice of making decisions as a group in a way that discourages creativity or individual responsibility. In real-time, it’s like being in the conference room where the boss gives an idea, and no one is willing to challenge or disagree with the idea because they don’t want to create a stir. The lie behind this practice is thinking that the harmony of the team is more important than voicing various ideas. Let’s journey back to college and let’s assume you were a decent student. You get assigned a group project with three other students to build a bridge. One of those partners comes in and that partner is high-strung, has no chill, and wants to make you work until the wee hours of the morning until your fingers bleed. Naturally, you are dreading this partnership. Oh, and if you try to give suggestions or critiques, watch out because any suggestions will be shot down and given a side-eye stare. Unfortunately, so many offices in America work in this manner, with an over-strung person making all the calls while everyone around them works out of fear. If a team is not actively asking probing questions, digging deeper so that every member understands the “why” behind the plan, then groupthink may be lurking closer than you think. It can be subtle or right in your face, but the only way to mitigate the groupthink pitfalls is by actively pursuing clear communication.
Fostering a culture that makes people feel comfortable to speak up is key, and honestly, the traditional corporate office does not do this. Do you know who does this well? *Shameless plug incoming* Three Arbor does this well. Conformity is not encouraged but unique perspectives are. Here, a choice is never successful if it’s not been refined dozens of times. With “people pleasing” becoming an all-too-common issue with younger generations, groupthink will plague more and more offices. Make sure that if you have any authority over others around you encourage them to be open and honest with you even if it’s hard. From discussing pay raises to calling out inefficiency in others, open communication is key to developing a culture as incredible as Three Arbor’s. For a personal example, I know that if I need to talk about something serious, I can voice it to whom I report to without having to rehearse what I’ll say ten times over. Clear communication, what a world! We know this structure has given way to great team bonds and successes, and we want to share one of the many reasons why our work is enjoyable to us and how it can be for you too!
