Group Dynamics

primary indicator of success will be shared vision and motivation. if that's not there fat chance.

After that it's a question of establishing group norms that will foster intelligent decisions, true innovation, and quality learning.

the rest of this looks at what's next

Creating strong group dynamics is not as hard as it might seem. By admitting you're wrong and engaging in empathy-based communication you're over half-way there!

To over-summarize everything that follows:

Group success can be predicted by group communication.

This markdown will provide an overview of findings related to group dynamics.

Group Norms

foster psychological safety turn taking empathy
- these things are important because they foster ps

https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html clear goals culture of dependency

your work will have impact foster this

support risk taking encourage being wrong / saying dumb things hear each other out care about how everyone is doing not necessarily in a "let's party" way just in a "they're gumpy today" respect strengths bolster weaknesses https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/help-teams-take-action/

maybe this means anonymous feedback? but this can get tricky when groups are small

you wont always have control over this as a team member. but you can do your part to foster it, and recognize it to compensate in your own part frame as learning problem admit falability model curiosity

ps important only when theres uncertainty & interdependence ie. when your project isnt total lego bricks

    * goal: good collaboration to define & construct solution, then break into individual tasks?

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Group Intelligence

deprecate into group norms?

research is conflicting on how group iq is correlated to individual iq but we all know there's something extra to a good team research looks at generalizations each group you work in is a specific get to know each other recognize strengths and weaknesses rely on each others strengths shoal up each others weaknesses

2 main traits equal participation tom, empathy scores (social intelligence) this isn't about being touchy feeling it's about recognizing how things are going when this person looks bored it's usually because they think they've a great idea you're not letting them speak this person is having a hard week, but generally has very good ideas. let's give them a little more time to speak before moving on this person has a grade a rbf and can be comabatitive. they're from boston, it's nothing personal

individual intelligence vs collective intelligence (group effectiveness) theory of mind communication empathy

authority ballance https://www.washingtonpost.com/local/trafficandcommuting/lack-of-cockpit-communication-recalls-1999-korean-airlines-crash-near-london/2013/07/08/0e61b3ca-e7f5-11e2-a301-ea5a8116d211_story.html?utm_term=.5ac53d284141

https://www.nytimes.com/2015/01/18/opinion/sunday/why-some-teams-are-smarter-than-others.html https://youarenotsosmart.com/2017/10/01/yanss-111-some-groups-are-smarter-than-others-and-psychologists-want-to-understand-why/

counterpoint http://www.unz.com/jthompson/group-iq-doesnt-exist/

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Group Creativity

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Collaborative Learning

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Group Roles

there are many methods for structuring groups, none are wrong and none are right. it's contextual.

we won't talk about any particular way of doing things, after all they all rely on the skills you're learning here.

but there will always be some sort of hierarchy, even if you say there isnt. how do you deal with that?

then we talk about korea and deference and that stuff

types of relationships managed managing same-role peer different-role peer

most important is that each person's role is clearly understood by everyone can change with each sprint can stay consistent can be anything, but it must be clear and consensual the role has impact

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