The term ‘Group’ is a design outcome wherein people with differing viewpoints, unique mental constructs and divergent backgrounds come together to collaborate for a common agreed purpose. Group constitution is essentially about consciously promoting Collective Thinking and acts as the Collective Conscience of the enterprise to safeguard its reputation, identity and brand.

Based on broadly agreed set of principles defined around the purpose and identity of the institution, Group actions seek to address concerns, viewpoints and inputs of the entire stakeholder community.

At Institution Design Group, we use the terms Group to define an enterprise that acts collectively, behaves responsibly, has deep cohesion in its thoughts and demonstrates sharp alignment in its practices.

For an enterprise to define a High Potential culture, it is imperative the constituent moving parts in the enterprise function in a seamless and well coordinated manner to deliver continued excellence. A strong Group oriented culture signifies implicit trust and deep collaboration possibilities with the enterprise.

It is to be remembered that in the context of Institution Design principles, Group approach represents a strong culture of co-creation and shared value practices. While individual ideas are most welcome and encouraged, it has been our considered view that for achieving effectiveness and excellence, leadership needs to consciously promote and establish Group orientation in its policies, practices and performance.

After all, the test of a robust Institution Design is when the whole is greater and more valuable than the sum of the individual constituent parts.


Group Dynamics is the impact of group behaviour and their attendant motivations on decision making and collective thinking of an enterprise. Principal premise of Group Dynamics lies in the understanding that the whole will always be greater than the sum of its individual parts.

For Group Dynamics to be effective, meaningful and result oriented, it is critical for group members and participants to come together and collectively undergo self realization process across multiple evolution stages. This is where Bruce Tuckman’s four-stage model called the Tuckman’s Stages for Group comes in.

Tuckman’s Model essentially states that Group Construct and behaviour is highly dynamic and it evolves across multiple stages of its existence. This evolution, as also the group decision making process, occurs in four distinctive stages –

  1. Stage 1 – Forming (pretending to get on or get along with others)
  2. Stage 2 – Storming (letting down the politeness barrier and trying to get down to the issues even if tempers flare up)
  3. Stage 3 – Norming (getting used to each other and developing trust and productivity)
  4. Stage 4 – Performing (working in a group to a common goal on a highly efficient and cooperative basis)

Tuckman later added a fifth stage for the dissolution of a group called Adjourning. This is applicable in instances wherein groups have been formed for specific objectives and do not have relevance post the achievement of the objective.

However from Institution Design principles perspective, our efforts are to put together a high performing group that can help realize the true potential of institutions in the long term. Therefore, we actively promote and help put together groups and teams that have longevity in their outlook to develop harmony and rhythm in their operating functions.

Institution Design Group has put together a Group Dynamics based thinking practice called DesignThink. This thinking and approach is at the heart of the fundamental construct of Institution Design principles. Institution Design Group strongly believes that for designing High Performance Enterprises, it is essential to foster a culture of team play, cohesiveness and internal alignment. For any team to function at its most optimal level, it is essential they understand themselves individually as well as their behaviour collectively as a group.

Group Dynamics is about discovering individual biases, prejudices and mental construct that influence our thinking patterns while arriving at decisions. It is about providing a mechanism to bring innovative and disruptive ideas to the table for broader consideration, deliberation and impact assessment.


Group Decision Making is the spirit of engagement that defines the quality of dialogues, discussions and decision making in an enterprise. It is the most advanced form of collaborative and collective decision making approach that puts premium on both, diversity of viewpoints as also the ability to forge a unified direction, for high caliber decisions.

Group Decision has a fundamental objective at its center – how do we collate differing and divergent view points on matters of interest and bring consensus amongst multitude of stakeholder community and create synergy around a central theme or axis. This approach not only seeks to value individual inputs and ideas, but also establishes the baseline that decisions are singular, formed through commonality of institutional objectives and geared towards the long term benefits of the broader stakeholder community.

While it is important to identify and design bespoke decision making models, it is important to understand the dynamics involved in decision making from human perspective.

Institution Design Group has been working on developing advanced decision making models that are reflective of the DesignThink principles. We call it the Multi Point Decision Matrix that seeks to build a culture in the enterprise wherein every individual connected with the firm has a meaningful role in the decision making process.

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