Assembling the right team whether C suite or business partners is one of the most critical steps an entrepreneur or business leader will take. The success or failure of a company often comes down to the abilities and collaboration of the team. While job qualifications are important, it’s also vital to understand how interpersonal group dynamics work. Sociology, the study of social relationships, provides a useful frameworks for building cohesive, high-functioning teams. Here are some key sociology theories and concepts to consider when constructing your team:
Homophily Principle
Homophily refers to the tendency for people to bond and associate with others who are similar to themselves. Sociologists have observed that homophily leads people to make connections based on shared attributes like age, race, interests, values, and socioeconomic status.
Think of when you enter a room such as a class room and when it’s time to break out into groups then you instinctively go to the people that either look like you physically or are about the same age as you. Even with children you see this, it is something innate in all of us.
While you want diversity of experience on a team, some degree of homophily is also important. Team members should find enough common ground that they can effectively relate to and communicate with each other.
Remember a person is a stranger until they are given a name and you make them a person.
In-Groups vs. Out-Groups
As a team forms, sub-groups will naturally emerge based on social circles. There will be “in-groups” of team members who are close associates and “out-groups” of those who are more peripheral and less connected. Think of the close people in your office as your ‘in-group’ and the coworkers outside of it as your ‘out-group’
Too much bonding between in-group members can lead to divisions and schism called group think on a team. Be aware of cliques forming, and make efforts to discourage favoritism or prejudice based on in-group status. Promote activities that bring all team members together across groups.
Social Exchange Theory
This sociological framework proposes that social relationships are built through a cost-benefit analysis. People consciously or unconsciously weigh the potential rewards and demands of any relationship to decide if it’s worthwhile for them. A system of pros and cons if you will which is something that we have all done concerning people or things.
To encourage strong team cohesion, ensure that team members feel the benefits of participation outweigh the costs. Provide rewards like recognition, compensation, development opportunities, etc. to outweigh the demands of the job.
Anyone that has something to lose is the first one to stay
Structural Balance Theory
This theory states that individuals seek a psychological balance in their relationships and group memberships. They want to avoid tensions, divisions, and negative feelings. If a relationship has antipathy or conflict, people will try to reduce it either by mending the relationship or abandoning it altogether. Sorta like an ‘all in or all out approach’.
Manage any team conflict proactively and promote a culture of trust, collaboration and positivity. This will help maintain structural balance and cohesion.
Leveraging insights from sociology can help you avoid pitfalls and build a team that works well together. Pay close attention to group dynamics. Look for a mix of similarities and differences when hiring. Encourage inclusiveness, reward contributions, and mediate any conflicts. A collaborative, balanced team is critical for startup success.
