Enabling an open exchange of views in the team

Meaningful reflection rounds depend on all opinions feeding into them. But people have a fundamental need for safety: out of fear of rejection and possible consequences, they subordinate themselves to the group's opinion – a phenomenon known as groupthink. It arises when a group is so intent on unanimity and consensus that it rejects critical thinking.

How the exchange should be shaped depends on the level of trust within the team. Where trust is low, anonymous formats make sense; teams with high mutual appreciation can hold more informal discussions. In every case, the point is to create a frame in which nobody has to fear causing offence with their opinion.

Equal speaking time. All participants receive the same amount of time to speak. Long contributions are gently shortened, short ones encouraged to go into more detail. Aids such as an hourglass can make the limit visible.

Appreciation for every contribution. All opinions carry equal weight. As soon as people feel their view counts for less, they hold back – and precisely those perspectives that matter are lost.

Capturing every opinion. What is needed is a method that suits the team without forcing opinions – taking part remains voluntary. Where trust is low, brainwriting is recommended: participants first note their thoughts anonymously on slips of paper, which are then shared with the group. Further written rounds can precede a verbal discussion.