Abilene paradox
What is the Abilene paradox in the workplace?
The Abilene paradox refers to a situation in which employees collectively agree to a decision they oppose to avoid conflicts, prevent friction, and escape potential criticism.
The term "Abilene paradox" was coined by Jerry B. Harvey in 1974. This theory was inspired by a personal anecdote, where a family decided to take a trip to Abilene during a hot summer. Even though none of them wanted to go, due to the shared silence, everyone thought that the others wanted to go and agreed. After enduring an uncomfortable trip and an unappetizing meal, they found out that no one really wanted to go that trip. They only agreed because they assumed that the others wanted to go and were trying to avoid conflict.
Why does the Abilene paradox happen?
The Abilene paradox often happens due to an individual's desire to please others. Here are some of the reasons why the Abilene paradox happens in the workplace:
Fear of conflict
In the workplace, people may feel uncomfortable voicing their concerns, especially when everyone else in the room seems to agree. To avoid awkwardness or tension, they stay silent rather than challenge the group.
Desire to maintain team dynamics and cohesion
Employees prefer to be in a positive workplace, which includes building and maintaining strong relationships with their co-workers. Speaking out could challenge this dynamic.
Power dynamics and hierarchy
Employees are more likely to feel uncomfortable sharing their concerns if they're part of a vertical organization, where everything works in a top-down structure.
Making assumptions
People may assume that others agree with a decision just because they stayed silent—even if it isn't the case.
Groupthink
When the majority prefers harmony over critical thinking and realistic assessment, team members may avoid sharing their true opinions and end up reaching a poor decision.
What are the effects of the Abilene paradox?
Making assumptions and agreeing to something that you don't believe in could have serious consequences, including:
Poor decision-making
Making effective decisions involves considering both pros and cons. For that reason, decisions made under the Abilene paradox are often ineffective.
Poor team dynamics
A lack of open communication and feedback from peers or superiors can negatively affect team dynamics, making it harder for employees to build relationships and improve their skills.
Loss of trust
When the decision made under the Abilene paradox ends up being a failure, it can affect the trust between the employer and their employees.
Decreased morale and engagement
When an employee feels that their concerns don't matter or are ignored, they may feel unseen or unheard, which can lower their morale.
How can you avoid the Abilene paradox in the workplace?
Learn to say no:
Empower employees to say no or ask questions when necessary, and convey that constructive dissent is not a bad thing.
Encourage open communication:
Foster a positive workforce where employees can speak their minds without feeling judged.
Seek feedback:
Seek active feedback from team members to unravel the hidden disagreements and address them accordingly.
Balance individual and group discussion:
Encourage both one-on-one and group discussion, and ensure that everyone's heard.