What is groupthink? how to avoid it.

Groupthink is a psychological phenomenon that occurs within a group of people in which the desire for conformity or unanimity results in an irrational or dysfunctional decision-making outcome.

Encourage diverse opinions and structured dialogue to mitigate groupthink in organisational settings.

Social psychologist Irving Janis introduced the term in 1972, observing that it often leads to suboptimal decisions due to the social pressures within the group dynamic.

Spotting Groupthink

Irving Janis identified several key indicators of groupthink:

1. Direct Pressure: Suppression of dissent through pressure on those who express contrary views.
2. Illusion of Invulnerability: Overconfidence in the group’s decisions, discouraging caution and risk.
3. Illusion of Unanimity: Silence is assumed to be agreement, leading to a false sense of consensus.
4. Mind guards: Members act as gatekeepers, protecting the group from adverse opinions and information.
5. Rationalising: Discounting or ignoring contradictory evidence and criticisms.
6. Self-Censorship: Members withhold dissenting views due to fear of isolation.
7. Stereotyping: Negative labelling of group outsiders or dissenters within the group.
8. Unquestioned Belief: Inflated belief in the morality of the group’s decisions, ignoring potential ethical or moral problems.

A Famous Example: The Challenger Disaster

The Challenger space shuttle disaster is a tragic example of groupthink. Despite engineers being aware of the vulnerabilities of the O-rings, group pressure and the illusion of unanimity led to a catastrophic decision not to delay the launch.

Preventing Groupthink

To counteract groupthink, create environments that encourage independent thinking and the free exchange of ideas:

• Diversify Your Team: Having varied backgrounds and experiences disrupts homogeneity and broadens perspectives, reducing conformity pressure.
• Promote Inclusive Leadership: Leaders should encourage and value diverse input, encouraging an open dialogue.
• Implement Structured Meetings: Strategically structure meetings to encourage input from all members, not just dominant voices.
• Hire with Diversity in Mind: Bringing individuals with different cultural and professional backgrounds can enhance creativity and critical thinking.
• Encourage Healthy Dissent: Normalise dissenting opinions and constructive criticism within team discussions.

Final Thought

Groupthink can be mitigated by encouraging  a culture of openness, diversity, and critical thinking. Leaders should act as facilitators of dialogue, welcoming diverse perspectives and challenging conformity. As Janis suggested, it’s crucial for leaders to accept criticism and cultivate an environment where new ideas are encouraged, irrespective of status within the group.