Are you one of the 8 million that’s tuned into the third series of The Traitors?
A brief overview for those who aren’t familiar with the show. Filmed in a castle in the remote highlands of Scotland, all of the contestants arrive at the castle as “Faithfuls”.
They then find out their fate in the game – whether they are playing as a “Faithful” or as a “Traitor”. The role of the Faithfuls is to find the Traitors amongst the group and banish them all before the end of the game. The aim of the Traitors is to stay undetected and escape banishment.
If the Faithfuls successfully banish all of the Traitors before the end of the game, the remaining Faithfuls are the winners and walk away with the prize money. If, however, any Traitors are remaining at the end of the game, they will win and take it all.
In most episodes, the group gathers at the Round Table to discuss who they suspect of being a Traitor and have the opportunity to “banish” a contestant, eliminating them from the game.
It’s great TV for someone like me who is in the game of communication and to whom behaviour has an extra fascination.
As I write, the final is in sight. It’s the end of week 3 and the Faithfuls aren’t doing too well having banished 10 of their own. So what is really happening here? Where have they been going wrong?
Groupthink is a psychological phenomenon that occurs when a group of people strive for consensus to the point where they suppress opposing opinions, overlook alternatives, and make flawed decisions.
In the context of “The Traitors” at the Round Table, groupthink has manifested as the players align with the majority or follow the dominant voices to avoid conflict, suspicion, or being targeted, even when they suspect a traitor or have valuable insights.
In our workplaces groupthink in teams causes a sense of belonging, avoids conflict and quickens up decision making however ultimately it can stifle innovation, and creativity, and leave people feeling frustrated
So if you are in a management or leadership role here are four proactive steps you can take to encourage your “faithfuls” to do their best thinking:
Create a safe environment for discussion
People do their best thinking when they feel safe so encourage open communication by ensuring team members feel safe expressing opinions without fear of ridicule or punishment.
Ask more questions and stay curious
When we ask more questions and stay curious for a little bit longer it helps avoid immediate judgement and sends a message that we don’t have all the answers. It also welcomes new or unconventional ideas. Recognise and acknowledge team members who challenge assumptions and provide evidence to support their views. A thank you goes a long way.
Ensure everyone’s voice gets heard
Break your team up so everyone’s voice gets heard. Divide the team into smaller groups or partner them up to think about the same problem separately.
Get to know your people and how they like to do their best thinking.
For some that might be silence and quiet time. Big bold brainstorming isn’t for everyone.
If you are leading a team and feel you and your “Faithfuls” could do with some support when it comes to communication and performing at their best then please get in touch.
Image source: BBC https://www.bbc.co.uk/programmes/p0db9b2t