Scientific Insights on Social Cohesion

Group cohesion is a vital factor for effective teams (Hackman, 1987; Carless & De Paola, 2000). It is often understood to comprise social cohesion, task cohesion, and individual attraction to the group (Carless & De Paola, 2000). We typically refer to teamwork when all three elements are distinctly present; otherwise, it's merely a collection of individuals in the same (virtual) space.

Social cohesion and individual attraction to the group are closely related (Carless & De Paola, 2000). They reflect the social dynamics within a team: Do members identify with one another? Do they recognize themselves as part of the team? Are they pleased to belong? Essentially, it signifies how well the team meets social needs, such as recognition and a sense of belonging.

Conversely, task cohesion emerges when members acknowledge the interconnectedness of their work (Carless & De Paola, 2000). This relates to the functional aspects of teamwork. Do members depend on each other to fulfill their tasks? Must they collaborate because individual efforts are insufficient? Do they provide and seek assistance related to their work?

Many people instinctively perceive task cohesion as the most critical for teamwork, as it is closely tied to actual performance (Mullen & Copper, 1994; Zaccaro, 1991). However, task cohesion likely depends on social cohesion and individual attraction to the group (Zaccaro & Lowe, 1988). This implies that when a group achieves social cohesion, task cohesion is likely to follow.

While this is a brief overview of social cohesion, it highlights the significance of the social dynamics within teams. One reason many teams struggle is the absence of social bonds among members. As psychologists, we understand the importance of this aspect and recognize the value of investing time and effort into it (through team-building exercises, social events, etc.).

Now, let’s shift from theory to practice and explore some actionable approaches to enhance social cohesion.

Strategy 1: Foster a Team Identity

Merely assembling a group of individuals does not automatically create a team. The scientific evidence outlined earlier supports this notion and clarifies the requirements for effective teamwork.

In my experience, establishing a strong team identity is an excellent starting point for enhancing social cohesion. Since social cohesion revolves around members' desire to belong, an appealing team identity can be a powerful catalyst. Fortunately, this is simpler than one might think. As social beings, something as basic as a "team color" or "team name" can evoke pride—especially in a competitive context. This is known as "minimal group membership" in social psychology.

We encourage new teams to choose a team name and draft an initial version of their team purpose. We often begin with the latter through a method called Nine Whys:

1. (5 min) Each member silently lists all their work activities, regardless of size.
2. (5 min) Members pair up, with one person interviewing the other. The newest member starts as the interviewer, asking the interviewee to discuss their list and then probing with "Why is this important to you?" or "What deeper need does this fulfill?" The interviewer continues to ask until they reach the core purpose.
3. (5 min) The pairs switch roles and repeat the previous round.
4. (5 min) Bring everyone together. For larger teams, consider an intermediate step where two pairs combine. Discuss: “What did we notice about individual purposes? What seems significant, and why?”
5. (5 min) Finally, the entire team reflects on: “How do our individual purposes create a purpose for our team? Why do we need to exist in this organization?” Capture the essence on a poster or use a 1-2-4-ALL method to draft an initial version.

The beauty of Nine Whys is its focus on individual purposes leading to a collective purpose. This vital step enhances social cohesion by helping members recognize their contributions to the whole.

We’ve learned that perfection is unnecessary for the initial team purpose; it will evolve over time. At minimum, it should clarify the team's existence, even if just as a collection of 3-5 keywords.

Once you establish a team purpose, collaborate to select a fitting name that encapsulates that purpose. A simple 1-2-4-ALL method works well here, or you could run a poll to choose the most popular option. We’ve witnessed teams adopt amusing names like “Team Cevitam” and “Team Rubber Ducky,” as well as more serious ones such as “Laser Focus.” Always keep the door open for future name changes.

With a team purpose and name in place, you can create various team "artifacts." Consider a poster featuring member avatars, or print the team name on mugs, mouse mats, and create wallpapers, etc. Let your creativity flow and collaborate on these projects.

Strategy 2: Define Shared Norms and Values

Start by assisting the team in establishing its identity. We like to collaboratively outline the team's purpose, values, mission, and goals. Strive for an initial rough draft rather than perfection, as this fosters unity and a sense of belonging. Encourage each member to articulate their role within the team, how the team can support them, and what they will contribute. By nurturing a collective identity, team members are more inclined to connect and identify with each other, the essence of social cohesion.

A fun exercise we recommend is “Worst Team, Best Team,” which combines elements of the Liberating Structures TRIZ and 1-2-4-ALL. This engaging activity encourages teams to visualize their aspirations. However, we suggest conducting an exercise first to clarify the team’s purpose (like Nine Whys). Here’s how to implement “Worst Team, Best Team”:

1. Set the stage by asking the team to envision their dark counterpart in a near-future scenario (similar to a scene from Back to the Future II).
2. (3 min) Individually, each member writes down characteristics of their dark variant. What behaviors and beliefs emerge? How do members treat one another? While humor is welcome, remain realistic.
3. (6 min) Pair up and share ideas to expand the lists.
4. (12 min) Pairs share their lists, and collectively create one consolidated list on a shared surface. Organize and refine items into themes where possible.
5. (20 min) Repeat the previous steps for an alternate future where the team excels, gathering as many characteristics as possible.
6. (2 min) Individually, select three characteristics from the “Best Team” list that should be prioritized now.
7. (4 min) Share those choices in pairs.
8. (10 min) Debrief as a team. What overlaps or differences emerged? Compile a new list of key characteristics for immediate focus.
9. Follow up with methods like 15% Solutions, WINFY, or 1-2-4-ALL for deeper exploration of necessary investments.

Strategy 3: Cultivate Shared Experiences and Rituals

Many individuals are skeptical about team building. While it’s true that some events may not seem effective, the key lies in managing expectations.

Teambuilding fosters shared social experiences, which enhance belonging and identification. It can also instill pride among members. For instance, we've had enjoyable experiences constructing catapults and competing to see who could launch a ball the farthest, along with other activities like laser tag, bowling, console gaming, treasure hunts, or museum visits.

Additionally, teams develop rituals over time. These are recurring actions or gestures with symbolic meaning that reflect shared values and norms. Simple rituals like “Friday drinks” to unwind or review the week can be effective. Rituals also play a role in how teams cope with failure and stress. For example, one team I was part of had a humorous tradition where the developer responsible for a broken build wore a silly hat (a position I found myself in more than once). The company also showcased a photo wall depicting team-building and social events, where I was humorously depicted wearing an orange octopus for my mishap.

Rituals are particularly significant during transitions, like when new members join or existing ones depart. The goal isn’t to force rituals but rather to encourage organic development through team-building efforts, helping teams maintain these practices over time. We’ve found it helpful to pose questions to teams to initiate ritual formation:

• How do we wish to celebrate when we achieve something remarkable as a team?
• What process do we want to follow to welcome a new member? Who takes on which roles, and how should the experience unfold?
• How do we bid farewell to a departing team member? What aspects are vital for both the team and the individual?
• When challenges arise, how do we want to reflect and respond? What steps follow?
• How do we acknowledge someone’s birthday?

Concluding Thoughts

In this article, I have discussed how social cohesion is integral to high-quality teamwork. When members identify with their team and desire to belong, social cohesion is at its peak. This, in turn, enhances other beneficial team traits, such as heightened task cohesion and interdependence. I provided three practical strategies for improving social cohesion within your team. Give them a try and observe the outcomes!

You can assess your team's teamwork quality using our new tool (free for individual teams) and utilize our feedback for improvement. This tool also evaluates other areas of effective teamwork, including task cohesion, psychological safety, and task interdependency. It's truly exciting!