Enhancing Group Cohesion

Recently a colleague asked me, “Laura, how are you able to get a group of complete strangers to bond so quickly?” It made me pause and reflect on my approach. Creating a strong bond among individuals is rooted in fostering psychological safety, shared experiences, and vulnerability. Here are some strategies I employ: 1. Establish a Shared Purpose Early On: - Define the group's purpose clearly. - Focus on the intention behind the gathering, promoting authenticity over perfection. 2. Initiate Vulnerability-Based Icebreakers: - Dive beyond surface-level introductions by asking meaningful questions: - "What's a personal achievement you're proud of but haven't shared with the group?" - "What challenge are you currently facing, big or small?" - "What truly motivated you to join us today?" These questions encourage genuine connections by fostering openness and humanity. 3. Engage in Unconventional Activities Together: - Bond through unique experiences such as: - Light physical activities (get outside and take a walk) or team challenges. - Creative endeavors like collaborative projects or improvisation. - Reflective exercises such as guided meditations followed by group reflections. 4. Facilitate "Small Circle" Conversations: - Encourage deeper discussions in smaller groups before sharing insights with the larger group. - Smaller settings often lead to increased comfort, paving the way for more profound interactions in larger settings. 5. Normalize Authentic Communication: - Lead by example as a facilitator or leader by sharing genuine and unexpected thoughts. - Setting the tone for open dialogue encourages others to follow suit. 6. Highlight Common Ground: - Acknowledge shared themes and experiences after individual shares. - Recognize patterns like shared pressures, transitions, or identity struggles to unify the group. 7. Incorporate Group Rituals: - Commence or conclude sessions with grounding rituals like breathwork, gratitude circles, one on one share. In what ways have you been able to create cohesion quickly amongst a group of individuals in a training session? #fasttracktotrust #humanconnection #facilitatedconnection

In many places, children play musical chairs with one less chair than the number of players. As the music stops, one child is left out each round until a single winner remains. This game teaches children that success means being better than others, fostering a "me-first" mentality. In contrast, Japanese kindergartens play the same game with a different twist: they tell the children that if one child is left without a chair, everyone loses. The children quickly learn to collaborate, squeezing together on fewer chairs as they are gradually removed. The goal is for everyone to remain seated, reinforcing the idea that "we succeed together." This simple game illustrates profound cultural differences: Competitive Culture: Focuses on individual success, often at the expense of others. Collaborative Culture: Emphasizes teamwork and collective success. Why This Matters In the Workplace: Competitive Environments: This may drive individual excellence but can lead to isolation and burnout. Collaborative Environments: Encourage teamwork, innovation, and a sense of belonging. In Education: Competitive Systems: Prioritize grades and rankings, potentially neglecting social and emotional growth. Collaborative Systems: Foster group work, problem-solving, and empathy. In Our Communities: Competitive Communities: Might excel in individual achievements but struggle with social cohesion. Collaborative Communities: Are more supportive, resilient, and inclusive. How to Foster Collaboration Promote Teamwork: Encourage group projects and shared responsibilities. Reward collective achievements as well as individual contributions. Foster Inclusivity: Create environments where everyone feels valued and included. Remove barriers that prevent participation. Encourage Empathy: Teach and model empathetic behaviours. Facilitate activities requiring understanding and cooperation. By embracing collaboration, we can create environments where everyone can succeed. Let's shift our focus from "me" to "we" and see the incredible potential we can unlock together. #inclusion #teamwork

#Leadership #MissionAlignment #WarriorEthos Returning to the office means returning to large group meetings. However, are you making the most of them? In spaces where connections can be strengthened – to the mission, to each other, to current context/events – it's crucial that we move beyond expecting our people passively receive; we need them to genuinely connect. While meetings may be stacked with information, the key lies in assessing the level of engagement. Are you demanding team members think bigger? Imagine if discussions delved deeper, transcending checkboxes … exploring profound concepts. By asking thought-provoking questions, we can transform passive listening into active contemplation, fostering what I call #Connective #SenseMaking. Leaders must recognize the danger (and waste!) of bringing people together without fostering meaningful connections*. A meeting without connecting equates to wasted time (and probably could have been an email or a video). A gathering with intentional connectivity cultivates momentum, trust, and alignment with the mission. Hence, when you schedule a meeting for your team, actively wonder about how you can transcend the mundane agenda. Utilize moments of #gathering to sharpen focus, enhance cohesion, and bolster alignment. Wondering how to do it? Before introducing a topic, encourage participants to reflect on their role within the organization by answering: “How does my position contribute to our overarching strategy?” While structuring the agenda, assess each element by asking: “How does this propel our mission?” At the meeting's close, prompt individuals to contemplate how the session brought them closer to their purpose. And for 1,000 bonus points… have them share insights with someone outside their daily circle as they leave the meeting! * Remember, there are 7: 1. Connection to Self 2. Connection to Mission 3. Connection to Others 4. Connection to Current Context 5. Connection to Heritage 6. Connection to Partners 7. Connection to the Future

Not all teams need cohesion in the same way. That’s one of the best takeaways from Manon Eluère's piece on team dynamics in elite football. “Cohesion” isn’t just about chemistry or good vibes—it’s about the ability to stay united in pursuit of shared goals. She breaks it down: - Cohesion can be task-based, not just social. - Too much social cohesion? Risk of groupthink and resistance to change. - True cohesion evolves throughout the season, sensitive to results, roles, and setbacks. - Leadership should be structured and shared—not just symbolic armbands. Manon’s approach is refreshingly practical: diagnose first, then embed cohesion strategies directly into daily coaching and routines, not just retreats and team-building days. Data and tools like Social Network Analysis help coaches identify hidden leaders, isolate cliques, or anticipate fractures before they become problems. But the point isn’t to outsource team dynamics—it’s to equip everyone (especially coaches) to lead them intentionally. Cohesion isn't a buzzword. It's a system. And it should be trained, just like any other performance factor. https://lnkd.in/g8mp5cTi

Is your team more ‘me’ than ‘we’?   Time to build some cohesion.   A team that works together wins together. But when unity starts slipping, so does performance. I’ve seen it happen—a team that’s more focused on individual goals than collective success can’t reach its full potential. Here’s how I’ve learned to build team cohesion and bring people back to we:   1. Set a Clear, Shared Purpose ↳A lack of unity often starts with a lack of clarity. Does everyone on your team understand the mission and their role in achieving it? Revisit the “why” behind the work and connect individual efforts to the bigger picture. Unity starts with a shared goal.   2. Foster Open Communication ↳Teams fall apart when they stop talking. Create a space where people feel safe to share ideas, concerns, and feedback. When communication flows, collaboration follows.   3. Celebrate Wins as a Team ↳It’s easy to recognize individual achievements, but don’t forget to celebrate collective successes too. Highlight how the team’s effort made it possible, reinforcing the idea that no one succeeds alone.   4. Encourage Cross-Function Collaboration ↳Sometimes, silos form even within small teams. Break down barriers by encouraging collaboration across roles and skill sets. The more your team works together, the stronger their bond becomes.   5. Lead by Example ↳Cohesion starts at the top. If you want your team to focus on we, you have to model it. Show that you value collaboration and prioritize the team’s success over individual recognition.   Building team cohesion isn’t about forcing people to “get along.” It’s about fostering an environment where the team becomes stronger than the sum of its parts. When everyone is rowing in the same direction, amazing things happen. This is all great to read, but if you want to lead, take the time to inventory yourself on these 5 and make some actionable plans to enhance them. If you want some ideas, you are welcome to reach out to me.   Your Turn: What’s one thing you do to build a more cohesive team? Share your thoughts in the comments below! 👇 -------------- Want more like this in your feed? Matt Antonucci (🔔).   𝗣𝗼𝘀𝘁𝘀 𝗳𝗼𝗿 𝗳𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗻𝗱 𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻𝗮𝘁𝗲 𝗵𝘂𝗺𝗮𝗻𝘀. 😊   Repost to your network if it can help someone else. ♻

As we navigate the complexities of 2024, the strength of your leadership team can make or break your organization's success. But here's the million-dollar question: How do you transform a group of talented individuals into a high-performing, cohesive unit? Let me share some 𝗸𝗲𝘆 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 I've learned from working with top-tier teams: 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆: Create an environment where team members feel safe to voice opinions, share ideas, and even make mistakes. This fosters innovation and collaboration. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝘁𝗶𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: Encourage your team to draw from their diverse experiences. This collective wisdom can lead to more informed decision-making and creative problem-solving. 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿, 𝗔𝗹𝗶𝗴𝗻𝗲𝗱 𝗚𝗼𝗮𝗹𝘀: Ensure every team member understands and is committed to shared objectives. This alignment creates a sense of purpose and drives collective effort. 𝗙𝗼𝘀𝘁𝗲𝗿 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆 𝗮𝗻𝗱 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆: Embrace different viewpoints and backgrounds. A diverse team brings a wealth of perspectives, enhancing creativity and problem-solving capabilities. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Encourage ongoing development. In our rapidly changing world, a commitment to learning keeps your team agile and ahead of the curve. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Foster open, honest dialogue. Regular check-ins and feedback sessions can prevent misunderstandings and keep everyone aligned. 𝗟𝗲𝗮𝗱 𝗯𝘆 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: As a leader, embody the qualities you want to see in your team. Your actions set the tone for the entire group. Remember, building a high-performing leadership team is an ongoing process. It requires patience, dedication, and a willingness to adapt. But the rewards – increased productivity, innovation, and overall success – are well worth the effort. 𝗪𝗵𝗮𝘁'𝘀 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘄𝗶𝘁𝗵 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗵𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘁𝗲𝗮𝗺𝘀? 𝗗𝗼 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗮𝗻𝘆 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗮𝗱𝗱? #LeadershipDevelopment #TeamPerformance #OrganizationalSuccess #EffectiveLeadership #DiversityAndInclusion #ContinuousLearning

Lack of Leadership Cohesiveness is one of the top reasons #Strategy Execution and Implementation fails. Cohesiveness is defined as the degree to which members of a group are bonded together in a united manner, characterized by mutual trust, commitment to group tasks, and a shared sense of purpose. This lack of cohesiveness can also be explained using Patrick Lencioni's Five Dysfunctions of a Team. Let's break down these five dysfunctions: 1. Absence of Trust - Invulnerability: When team members lack trust in one another, it fosters hesitancy in being open and vulnerable. This leads to a breakdown in honest communication and a tendency to hide weaknesses and mistakes. 2. Fear of Conflict - Artificial Harmony: In an environment lacking trust, team members are often apprehensive about engaging in constructive conflict or confronting challenging issues. This fear of conflict tends to result in superficial harmony and a failure to address crucial matters. 3. Lack of Commitment - Ambiguity: Without a healthy atmosphere for constructive conflict, team members may fail to wholeheartedly commit to decisions. This can give rise to uncertainty, indecision, and a lack of support for the chosen course of action. 4. Avoidance of Accountability - Low Standards: When there is a deficit in commitment, team members may neglect their responsibility to hold one another accountable for their actions and outcomes. 5. Inattention to Results - Status & Ego: The final dysfunction emerges when a team prioritizes individual goals or the status quo over collective outcomes. Effective teams concentrate on achieving shared objectives, but when this focus is absent, team performance and overall success suffer. Here are some of the culture practices I've introduced and guided leadership teams through: ➡️Addressing the Absence of Trust: Encourage vulnerability and authenticity by sharing experiences and insights from failures and life lessons. Cultivate a culture of "failing fast forward." ➡️Tackling the Fear of Conflict: Implement culture practices like "Disagree and Commit" and "Constructive Confrontation." Equip leaders with the skills to engage in difficult conversations constructively and radical candor. ➡️Boosting Commitment: Foster commitment through inclusive leadership approaches such as consultative circles and leadership listening labs. ➡️Addressing the Avoidance of Accountability: Develop a culture of peer-to-peer accountability through co-sponsorships, peer coaching, and check-out accountability circles where each leader openly shares their commitment to the group. ➡️Focusing on Results: Shift the focus to shared balanced scorecards and goals that emphasize team results over individual achievements. Want to become a Certified Strategy & Implementation Consultant? Check out the program we co-created with Jeroen Kraaijenbrink at Strategy.Inc. Apply now and join our network our global strategy consultants. #businessplanning #teambuilding