If you are like me, being part of the out-group just plain ol’ hurts. I’ve been there a time or two, not just in the work place, but in social situations and it makes me feel awkward. To those of you that read my blogs, you already know that my MBTI personality profile is an ESFJ, which in layman’s terms means I am outgoing, personable and empathetic, so it’s unnatural for me to not identify with a group and be…well: out.
Of course, we are all uniquely made, each with our own preferences, personalities, attitudes and identities, so it’s not natural to belong to EVERY group. There are factors we can’t control that thrust us into groups without our consent, such as being a male or female, our race or ethnicity, or our age. It’s unreasonable to think we identify with every person everywhere and it’s only natural to gravitate toward those that act, think, speak, and feel like us.
What’s most important about the dyadic relationship between a leader and member is the quality of the exchange the leader has with each member, not just those in the in-group (Northouse, 2013, pg. 166). READ THAT AGAIN! A good leader makes each person feel as though they are part of the in group! They can do this just by taking the time to develop a special relationship with each member of their team. It doesn’t matter what the member’s differences are: black, white, male, female, gay, straight, introverted or extroverted, it’s important to remember that each individual brings something to the table. Perspective. And different perspective translates to creativity.
Sure, you can have a team that all perceive things the same, does things the same way (because that’s how it’s always been done), acts the same, but now you’re in dangerous territory to stifle creativity or even worse, have a groupthink mentality (gasp!).
I came across an interesting article by Susan Krauss Whitbourne, Ph.D. in Psychology Today. She encourages leaders to avoid the trap of ingroups and outgroups by honoring these 5 lessons:
1) Realize that ingroups and outgroups are arbitrary. You can go quickly from hero to zero, so partner with both groups.
2) Empathize with the outgroup. We’ve all been in one..remember how painful it is to be part of that group.
3) Find similarities between the two groups. Everyone has basic needs that transcend labels.
4) Build your own sense of security. When a good leader is confident with whom they are, they’re less likely to criticize someone else.
5) Pass along the lesson. Let’s overcome stereotyping and work to make each member special.
Let’s remember this when we go to work tomorrow. Strategize, assess, and reassess. A big part of being a good leader is relationships and the quality of the exchange in those relationships.
Northouse, P. G. (2013). Leadership: theory and practice (6th ed.). Thousand Oaks: SAGE.
Whitbourne, Ph.D., S. K. (2010, December 7). In-groups, out-groups, and the psychology of crowds. Psychology Today. Retrieved February 28, 2013, from www.psychologytoday.com/blog/fulfillment-any-age/201012/in-groups-out-groups-and-the-psychology-crowds
Your words ring true but there is something to say for the ones that in the out-group. Let’s just say, for this example, that these are the ones who come in and do their jobs and do them well but have no ambition to do extra work or to advance in their career. These are the ones that you don’t have to worry about or watch over because they do their jobs well, and they are left alone. It’s like they are just putting in their time, collecting their pay, and going home.
I’ve been on both sides of the in-group and out-group and I have to say that knowing the stress, that I’ve encountered, of being in the in-group the out-group might be the way to go for some and for me. Most of the effort and energy is put into things outside of work and this is where one finds fulfillment (PSU, 2013). Being a wife and mother of 3 I tend to agree with this statement. Going to work and doing your thing then going home to what’s truly important sounds like the way to go.
Hey Jacqueline,
I found your blog to be very insightful. I, like you, have found myself apart of the in-group and out-group in different situations and the way the leader handles each group can have a great affect on success. If a leader is able to treat all followers in a way that makes them all feel as though they are a part of the in-group, there’s no doubt that all members will have a better chance and success and happiness within the group. I think even in the case of the introverted worker who wants nothing more than completing their daily tasks, they would be happier with feeling as though they too are a part of the in-group. Whether or not they pick up additional duties within the group, they can still feel apart of the group. When followers begin to feel secluded or “out of the loop”, their performance and commitment to the group and the group’s goals are almost certainly going to waver.
Hey Jacqueline!
Whenever it comes to social identity, I feel that there are those who fit within the dynamics of the group and those who don’t fit. But this should not be the case when it comes to leader-subordinate relationships because everyone is in the same group. I don’t like the terms “in-group and out-group” because that insinuates that people who are part of and contributing to the entire group is intentionally being put out.
You said in your blog that “A good leader makes each person feel as though they are part of the in group”. I feel that with such behavior it will encourage and promote others in the group to use the same behavior toward all in the group. Also, I feel that just because you are in the same group or have the same personality of the group it does not mean that you won’t bring something different to the table or not creative. Everyone is different even if they have similar characteristics.
One of the most important aspects of the LMX Theory to me is its promotion of high-quality exchange within the group and organization. (Pg. 169) Such exchange helps to bring everyone together to reach the one common goal – that is the one of the organization. One thing to understand is that everyone whether you are considered to be a part of the in-group or out-group is more similar than different within the group or organization. Those who are ambitious and goal-oriented are in both groups. The objectives of each are the only thing that is different – one is to get promoted and have a career and the other is to do his/her job correctly and get it done.
There is nothing wrong with being in the out-group especially when there is fairness and equality within the organization. Being out is still being in – the direction in which you aim is the only thing that is different. Thank you so much for your blog.
Kimberly
Reference:
Northouse, P. G. (2013). Leadership – Theory and Practice. Los Angeles: SAGE Publications, Inc.
The only concern I have after reading your Blog (which was well thought out by the way), is what about the introverted worker who desires not to do more than what is required, and desires not to stay extra late. That individual may very well enjoy being in the “out-group”. Perhaps feeling welcome is not what they desire, if that indivdiual wants to remain “under the radar” and is shy, being a part of group environment may cause them anxiety. My point is that while I agree with you, a good leader attempts to make every member feel comfortable and exploit the most valuable skills and contributions from each member and expect team cohesion, there is always at least one individual who does not expect recognition and does not want to do anything outside of just what is expected of them, nothing more.. and nothing less.