2+2=5 Team*WORKS

Reader Question: How do you integrate team synergy to prevent something like the Abilene Paradox from occurring?

Our Response: The Abilene paradox (definition credit to http://dictionary.bnet.com/definition/abilene+paradox.html) is a theory stating that some decisions that seem to be based on consensus are in fact based on misperception and lead to courses of action that defeat original intentions. The Abilene paradox was proposed by management professor Jerry Harvey in 1974 following a trip made by his family to the town of Abilene. One person suggested the visit and the others agreed, each believing that everyone else wanted to go. On their return, everyone admitted that they would rather have stayed at home. Harvey used this experience to illustrate the mismanagement of agreement, and of decision making in organizations when apparent consensus is actually founded on poor communication. The Abilene paradox shows similarities to the attribution theory of leadership.

In a team, it is so difficult when everyone wants to please the other to come to a group decision. Sometimes it is easier for one person to make a huge life decision than it is for a team to decide where to go to dinner while working a late night. So how do you create a synergistic team to defeat the Abilene Paradox?

It is so important that team members feel as though they can voice their opinion, in a constructive environment. It is up to the team leader to foster an environment in which teams can feel comfortable to speak up when they like something or when they don’t agree. Communication skills should be built on a team to create synergy between teammates. If there are people on the team that are outspoken, team leaders should discuss with that person how to foster an environment to create a circle of trust for teams to freely express their thoughts.

It is hard when people misinterpret body language, as the father did when he thought everyone was bored in the Abilene Paradox. However, it is important to understand, that although you might think people are feeling one way, the only way to be sure is for people not to make assumptions. It is imperative for team leaders to ensure that they feel comfortable approaching the team with a dilemma, and not just propose a solution based off of false assumptions, but allow the team to make a decision.

When the team has “voiced” its opinion, it is important to just move on, not try to figure out why people decided one way or another; that just hinders the teams ability to move past the Abilene Paradox. Once decisions are made, allow the team to move on to the next task by creating action items for people to move forward with the decision; don’t dwell on the decision.

For more on leadership or communication styles, please visit some past posts. Please feel free to leave your comments and some more solutions you may have in the comments section of this blog entry.

Photo Credit: http://www.flickr.com/photos/lumaxart/2136954043/