"Examine your thoughts and feelings when interacting with someone," Gerstandt recommended. "Ask yourself, 'Do I know this or do I think I know this?" Then, he said, "own your bias, challenge it, and change your associations."

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An interesting article that highlights explains what group think is and how it can damage your organisation in terms of Stifling innovation and compromise your ability to make the best decisions.

The main learning point to come out of the article is the need to strive for inclusion of employees as opposed to assimilation. i.e. make sure they feel they belong to the group but are still unique.  

The subject requires further reading but it is a good start to get people thinking about how they foster inclusion and how they need to question a groups unspoken rules.

It is quite true that groupthink can damage organizations. It can also build them if handled properly. I often notice that when people workvinvgroups or teams, they eventually come to an understanding among themselves that compromises decision making. People will tend to protect their positions and right to continue participating in the group. This results in sub-standard decisions being made.

The article helped me to be aware of the pitfalls of groups and I intend to use the suggestions in future engagements.