You also have a responsibility to ensure that the group collaborates effectively. This does not require everyone to share the same opinion or agree with you. Instead, it involves employing specific skills to foster maximum acceptance among members through their involvement in the decision-making process.
Encouraging Participation
Group members may sometimes withdraw from discussions, but the quieter participants might have valuable insights to share. A highly effective method to encourage their contributions is to acknowledge their past performances or input. Genuine praise can often motivate a reserved member to engage more actively with the group.
Expressing Group Feelings
During group problem-solving sessions, some members may fear criticism and adopt a passive stance, leading to awkward silences. This presents a crucial opportunity for the leader. Instead of asking each member to voice their thoughts individually, the leader can articulate a sense of the group’s overall feelings.
For example: “We’ve generated some solid ideas for addressing this turnover issue, but it seems we haven’t explored all potential solutions yet. Some may feel hesitant to share unconventional ideas. Remember, this is a brainstorming session, so we won’t judge or evaluate ideas at this stage; we simply want to get them out in the open.”
Valuing Ideas
Foster an environment where members feel safe expressing differing opinions. If the group tends to agree too readily, consider appointing a devil’s advocate to challenge prevailing views. (Later, we will discuss a process tool for this purpose.)
Harmonizing Conflicts
While conflicts between members may be valid, they can hinder the group’s effectiveness. If the leader can facilitate a dialogue between conflicting parties, it encourages a more objective understanding of their differences, helping to alleviate any built-up emotional tension.
Gatekeeping
A key role of the leader is to establish and maintain open communication channels. Criticism should not be suppressed, as it can often be constructive and lead to creative solutions. If criticism turns destructive, it is preferable to allow the group to address the conflict openly rather than avoiding it.
Modifying Responses
When the leader’s ideas are challenged, the instinct may be to defend those ideas or assert authority. However, this response can be counterproductive. Sometimes, it’s beneficial for the leader to step back and assess whether they are contributing negativity or hostility to the group dynamic.
Evaluating Progress
At times during a meeting, members may wish to conclude discussions before the objectives are fully achieved. In such instances, it’s best to refocus on the goals and continue the meeting until those objectives are met.
