Group Problems

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Problem

Characteristics

Tips for Fixing

Floundering

	Look critically at how the project is being run.
	Review purpose and create clarity.
	A sk "What do we need to do so we can move on?" or "What's holding us up?"

Overbearing Participants

Some members

	Have a disproportionate amount of influence.
	Have authority or expertise position.
	Discourage discussion over their territory.
	Use technical jargon.
	Won't work; Say "It was tried already."

	Reinforce - no area is sacred.
	Get authority to agree - the group makes its own way.
	Ask expert to instruct the group.
	Hold a private discussion - ask for cooperation.

Dominating Participants

	Consume a disproportionate amount of "air time"
	Dominate. Overload the discussions
	Normal silences are interrupted

	Structure discussion for equal participation
	Critique meeting - "equal participation factor?"
	Practice gatekeeping

Reluctant
Participants

	Rarely speak.
	Tend to be introverts.
	Perceive themselves as participating.

	Structure participation activities.
	Divide tasks into individual assignments.
	Call on "them" - without pressure.

Unquestioning Acceptance of Opinions as Facts

	People express their opinions and beliefs with conviction = received as fact.
	This creates dangerous assumptions.
	There is a reluctance to question self-assured people.
	People believe they need data to challenge.

	Question "Is it opinion or fact?"
	Ask for data to test the position.
	Reinforce the need for appropriate data.

Rush to Accomplishments

	Impatient members. "Do something."
	Jump to solutions before examining options.
	Discourage analysis. Want decisions.
	Pressure the group.
	Have a "shotgun mentality."

	Confront the rusher.
	Reinforce the need for analysis and data.
	Discuss the effect on team performance.

Attribution

	We tend to attribute motives to people when we disagree.
	People try to bring order and understanding (short cut).
	They don't search for real explanations.
	This builds resentment - assume motives.

	Question "How do we know this is true?"
	Challenge assumptions.
	Challenge attributions.

Discounts & "Plops"

	Discounting values and perceptions = hostility.
	Especially if this happens frequently.
	No one responds to someone's idea or suggestion.
	People may have missed the meaning.

	Provide training on active listening.
	Establish procedures for constructive feedback.
	Support the discounted person.
	Have a private talk with someone who constantly discounts.
	Pick-up on put-downs when critiquing group dynamics.

Wanderlust: Digression & Tangents

	Wide ranging, unfocused conversations.
	Natural tendency to stray from the subject.
	Can be an avoidance strategy around sensitive issues.

	Use a written agenda with time estimates.
	Refer to the topic and timelines when off topic.
	Make observations and direct the topic back on track.
	If necessary, examine "Why is this happening?"

Feuding Team Members

	The group experience can become a win-lose contest.
	Members feel like spectators at a sporting match.
	People are reluctant to enter the feuds.
	There is a "taking sides" climate developing.

	Get the adversaries to discuss their confrontation outside the group; offer to facilitate.
	Push them to some contract about their behavior.
	Have them agree to group ground rules for managing their differences.

From: Scholtes, P. R. et. al. (1998) The Team Handbook. Joiner Associates, Inc.

Site last modified & updated February 18, 2007