How to Improve Group Dynamics at Work - Part 2

How to Improve Group Dynamics at Work - Part 2


In the first part of our article on “How to Improve Group Dynamics at Work,” we looked at why group dynamics are important.  Overall, we concluded that if the dynamics of the team are good, then the team will perform.  At Monarch, we believe “­performance” is the highest stage of excellent group dynamics.

The triggers of poor Group Dynamics

In the second part of our article, we will look at how an individual team member, team manager or supervisor can negatively influence the group dynamics, which will result in problems.­  The type of people described below exists in many of our orga­nisa­tions.

1.Fear of being judged

When a group of colleagues is brought together to work on a project, some individuals will fear being judged and will be suspicious of the objectives.

2.Poor direction and control

A feeble management style can very often lead to a more forceful junior member of the group taking control.­  This can result in the team going off in the wrong direction and concen­trating on less critical tasks.

3.Seeking consensus

A team member may try to come across as being flexible or open-minded, but they are merely seeking consensus and not wanting to “be heard” as an individual.  They prefer to take the easy route and agree with the majority.

4.Holding a leader in too higher esteem (Work Politics)

A weak team member may sometimes merely choose to be seen to agree with every opinion that their team leader voices and avoid giving their views.

5.Disruptive behaviour

A team member who behaves disruptively can destroy group dynamics.­  So here are some of the critical disruptive behaviours to look out for:

a.The antagonist

This team member will look to disrupt the dynamics by being unhelpful with others or inten­ti­onally bad-tempered.

b.The controller

This team member will look to dictate the direction by trying to overpower other team members.

c.The prankster

Humour can be beneficial to excellent team dynamics, but it needs to be managed.  The team member who insists on humour at critical times during a discussion can be off-putting for the whole team.

d.The pessimist

This team member looks for the negative in all suggestions and can take pleasure in criticising the ideas of others.

e.The concealer

This team member prefers not to partake in any discussions and aim to “play their cards close to their chest”.

If we consider the above, it is no wonder that so many of us get our team or group selection for projects wrong.  If you are putting a team together, no matter how big or how small that team will be,  all of the above should be considered.

In the third and final part of our article, we will look at “Ways to Improve Your Existing Team Dynamics”.  Look out for Part 3 in the coming weeks!

Don’t forget that the team at Monarch Personnel has expertise in helping you to understand the dynamics of your team with personality profiling.   Why not contact us about the first two stages of improving your team’s dynamics.  We would love to help.

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