10 group dynamics to improve coexistence and develop proactivity among employees – WAU
Doing a good team management requires that coordinators and Human Resources professionals know some small tricks. Among them is group dynamics, an activity capable of integrating employees and developing new perspectives and skills, according to the needs and objectives of the company.
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Regardless of the size of the company, every manager needs to be very careful and expertise to work with employees. After all, it is necessary to create a comfortable environment, with a great organizational climate, where people feel motivated and at ease to do their best.
However, it is not all flowers: how to manage people in a company, considering that each individual is different, with different expectations, skills and needs? This is one of the main challenges for Human Resources professionals, but there are ways to overcome it.
One of the most efficient methods is group dynamics. The use of this resource has become common and has proved to be very effective, making more and more people embrace this idea and apply different exercises within the company. How about, then, learning more about group dynamics? Continue reading and answer your questions!
What is group dynamics and what are its benefits?
Before we know the main mechanisms, it is necessary to understand what group dynamics are. In practice, they are activities capable of improving the collaboration and engagement of people in different contexts and moments, such as hiring new employees or assessing who is already in the company.
When we think about the application of this strategy in companies, it is common for incredible results to be obtained, which involve improving the skills of employees, greater commitment among them, increased proactivity, productivity and engagement.
Still thinking about the benefits of these activities at the corporate level, we certainly find the strengthening of ties between employees, who now have even more team feeling, further strengthening the organizational culture.
Within these activities, it is possible to understand what are the most striking characteristics of each individual in your team.
This allows you to find out which of these people have the necessary skills for different roles, identifying which tasks are most appropriate according to those competencies.
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What are the most common group dynamics?
There are several types of group dynamics that can be applied in companies. Each involves specific strategies, in which different areas and needs of employees and the company are worked on.
To choose the best dynamic for your case, evaluate what your goals are with the activity, what you expect to be developed and, based on that, calmly choose which of the options below is the most interesting.
1. Desert island dynamics
This is a simple and very common exercise among HR sectors. In this dynamic, it is necessary to apply a small questionnaire to the participants, asking them to answer 3 simple questions:
- Assuming you are lost on a desert island, which group member would you like to be with you?
- Assuming that you won a trip entitled to 3 companions, who in the group would you take?
- Assuming you need to organize an event, which colleague would you choose to share this task with?
It is important to guide employees so that the answers not only contain the names of colleagues, but also a justification. Each person will fill in their card without identifying the author.
Once completed, it is necessary to place the questionnaires in an envelope. The dynamics coordinator will then ask everyone to sit in a circle and present their justifications for the choices, without mentioning the names of the chosen colleagues.
The keywords presented in these justifications will be noted on a board, and will become important values of companionship, being necessary characteristics to develop and improve together with teamwork.
2. Dynamics of the challenge
As the name says, this dynamic is able to present to the group of collaborators the importance of facing new challenges, and motivating them to look for these opportunities, trying to overcome it daily.
If compared to the previous one, this group dynamics requires a little more preparation to be carried out. You must have a black or dark box, which is not transparent, as the content must be kept secret.
Inside that box, put the rules of the game. These rules are nothing more than the challenges that must be met by employees.
Divide your team into 2 groups with the same number of employees. Organize these people to form a single circle, alternating the participants of these groups.
With the circle formed – and ensuring that the participants of the same team are not side by side – it is time to deliver the box to one of the employees at random.
Put on a song to play and, during the melody, guide the employees to pass the box to the colleague next door. When the music stops, it is time for the participant with the box to choose one of the following possibilities:
- fulfill the challenge that was presented;
- appoint a colleague to meet this challenge;
- pass the box on.
What to consider, then? The person who chooses to perform the challenge wins 3 points for his team. When the challenge is not carried out, the participant is excluded from the game and the group is penalized, losing 4 points.
With each new round, new challenges appear, and each group has the right to deny 3 challenges. The fourth time, whoever takes the box has the obligation to carry out the challenge.
In the last challenge, it is interesting to insert a small treat, like a box of chocolates. The person who stays in the last round can decide whether to share only with his team or with the whole group.
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3. Dynamics of hand in hand
The dynamics of holding hands aims to improved perception of group work. In it, employees will be able to identify that they can really be more productive and strategic when they combine their skills with colleagues and commit to working more aligned.
This is a very quick and simple exercise. To start, gather the group in a room and ask everyone to form a circle hand in hand. Each participant should be instructed to memorize who is on their right and left.
After that, it’s time to ask the team to disperse, walk around the room, talk and be distracted. Then place a large, colorful card on the floor of the room, right in the center of the space, and ask the participants to position themselves on top of or around this material.
When everyone is settled, ask them to remember the initial formation of the group, considering the memorization of their colleagues who were next to them, and ask them to form the original circle again, without leaving the cardboard.
4. Dynamics of the balloon
Very suitable for younger teams, this group dynamic helps to develop the healthy competitiveness and teamwork, making it possible to define defense and attack strategies, considering the collaboration of all.
The first step in putting this strategy into practice is to separate 2 teams, preferably by different colors. Each participant in the dynamic will receive 2 balloons and a rope to tie them around the waist.
After that part, each of them must try to pop, with their hands, the largest number of balloons of the opposing team, while defending their own. The team that pops all the balloons of the opposing team first wins.
5. Dynamics of similarities
The dynamics of similarities is also a simple and quick activity. It helps develop the empathy, at communication skills and the union between employees, allowing them, during the routine, to be able to work together, with respect, patience and tolerance.
In this dynamic, divide the participants into pairs or trios, depending on the people who will participate in the activity.
Once the division is established, ask them to talk to each other about professional and personal tastes. During this process, it is recommended that the pairs write down at least 2 or 3 characteristics and skills that they have in common.
This activity will also help in the identification between collaborators: they can come together through these characteristics that they share, and may even find ways to take advantage of these specificities in common in the work routine.
6. Dynamics of observation
In this dynamic, the development of day-to-day observation skills, allowing participants to learn to observe each other, and to pay attention to company details.
Gather participants in a room, forming a circle. Then ask them to close their eyes. That done, it’s time to start the questions.
The manager responsible for coordinating the action will raise some questions related to the members. For example: “who is wearing a yellow blouse or who is wearing a green shirt?”.
Participants who remember the answers should raise their hands, considering that the first to speak will always have priority. This way, for each right answer, the participant wins a point, and the one who finishes the game with the highest score wins a prize.
7. Truth or lie
In this approach, each participant needs to write three statements, one of which must be a lie. Each reads their sentences aloud and the other members must guess what is true and what is not.
Thus, it is possible to promote greater knowledge among the participants, even in a moment of relaxation and leisure.
8. Technique 6.3.5
Brainstorming is a very common process in different sectors, being widely used in Marketing, for example. Technique 6.3.5 aims to allow participants to integrate into search for ideas that solve a problem or achieve a goal initially stipulated.
6 represents the number of participants, 3 means how many ideas each one should suggest and 5 is the time, in minutes, for each one to write their idea. Every five minutes, the paper is passed on to employees and ideas can be reused and worked on top of others.
Thus, in addition to teamwork, it is possible to assess the capacity of each employee in the search for solutions and plans that meet the stipulated rules. The dynamic also shows how ideas can evolve and become even more creative with the collaboration and engagement of all members.
9. Solidary cubes
One of the goals of group dynamics is promote integration and collaboration between participants, right? The tactic of solidarity cubes focuses on exactly that. Separating the members into two or more groups, they need to create 15 cubes with the materials provided, such as cardboard, scissors, glue and ruler.
The duration of this stage is one hour, which forces integration between the participants, with each one playing a different role in pursuit of the same objective. If the division does not work, the cubes will not be ready at the end of the stipulated time. Teamwork, therefore, is one of the highlights of this activity.
10. Dynamics of characteristics
Following the dynamics of item 7 a little, the idea is that each of the participants put two of their characteristics and two of their quirks on different sheets of paper without their name. The items are shuffled and distributed among the members and each of them needs to interpret the information through mimicry.
As soon as a feature or craze is discovered by the other participants, you need to find out who is being represented there. The owner of the responses expresses himself and explains the motivations for his choices. Thus, everyone who participates in the dynamic gets to know more about others.
Group dynamics are fundamental to the smooth running of the company. After all, what business is really going if your team is not motivated and committed?
With so many benefits, such as the possibility of improving productivity, proactivity, coexistence and group work, it is interesting that managers analyze the possibility of inserting group dynamics whenever they deem necessary, ensuring that employees and the company enjoy the benefits of the practice.
Do you want to learn even more about the best strategies and practices to adopt in your company? Find out here how to manage your time and increase productivity!