Student Group Projects
Navigate communication and decision-making challenges in academic group projects using My Group Lens.
The Challenge
Two 4-person computer science teams working on their semester projects are discovering that technical skills alone aren't enough - behavioral differences are creating friction that impacts both team dynamics and project outcomes. Each team brings different strengths and faces unique challenges based on their behavioral composition. Understanding these patterns is the first step toward more effective collaboration.
Meet the Teams
Each team has four members with distinct behavioral styles. Understanding these differences is the first step toward turning diverse perspectives into project strengths.
Peter
The Project Driver
Gets things done and rallies the group. Driven, responsible, and efficient - always pushing progress forward with their 'Deadline Dynamo' approach.
Jane
The Idea Generator
Always looking for the next big idea. Curious, adventurous, and energetic - explores new angles and brings fresh thinking with their 'Inspiration Ping' ability.
Nick
The Detail Expert
Thinks deeply and always references the source. Thoughtful, systematic, and informed - acts as the 'Source Sleuth' who keeps ideas grounded in logic.
Sara
The Structure Builder
Has the shared doc ready before the meeting starts. Efficient, planned, and focused - serves as the 'Plan Master' who breaks chaos into manageable steps.
Team Behavioural Profile
This team is heavily weighted toward Assertive and Creative styles, with some Analytical presence. The team notably lacks Supportive qualities, which can lead to challenges in empathy, emotional depth, and team cohesion.
Team Summary
This team thrives on momentum, clear direction, and strong execution. They are goal-driven and assertive but should ensure a balance between structure and flexibility. Their ability to engage others while maintaining discipline makes them highly effective in high-pressure scenarios.
Potential Strengths
A pragmatic and execution-focused team with a strong sense of urgency and decisiveness, showing signs of structure and organization, whilst also ensuring engagement and adaptability. This team balances action with a degree of flexibility, excelling in environments that demand clear leadership and efficient execution.
Possible Challenges
Lack of empathy may reduce emotional depth and team cohesion, making interactions more transactional. While assertiveness drives results, it can overpower the team's adaptability, creating resistance to spontaneous adjustments. The team's qualities in structured thinking may sometimes slow down their fast-paced approach, causing occasional friction in execution.
Group Balance Assessment
Increasing empathy, support and collaboration will improve teamwork and relational depth, ensuring motivation remains high while fostering stronger interpersonal connections. For example, include short check-ins on how people feel, use small group work to share responsibility, and invite feedback before decisions. Encouraging more adaptability, such as testing small changes first, will help counteract potential rigidity in execution.
My Group Lens Solutions
Strategic approaches that address this team's specific gap in supportive behaviors, helping them build emotional depth, empathy, and stronger interpersonal connections.
Building Supportive Communication
- 60-Second Check-In Round (Activity Hub: Supportive): Start each meeting with a brief round where everyone shares one win, one stress, and one thing they need from the team. No interruptions, just listening.
- Student Team Agreements (Activity Hub: Supportive): Co-create four practical behavioral agreements covering response time, file sharing, feedback style, and what to do when someone falls behind.
- Quick Appreciation (Activity Hub: Supportive): End meetings with one concrete example of someone's helpful contribution this week to prevent effort from becoming invisible.
Link to Activities: Supportive / Relational Activities
Balanced Decision Making
- Meeting Moderator (Rotating) (Activity Hub: Supportive): Assign a rotating moderator whose job is to make space for quieter voices, stop interruptions gently, and summarise decisions neutrally. Use the rule: "No second turn until everyone has had a first" to prevent dominant voices from taking over.
- Silent Input Gathering (Activity Hub: Supportive): Before deciding, spend 5 minutes gathering individual input silently (written notes or chat) to capture perspectives from those less comfortable speaking up.
- "Fix It" Feedback Grid (Activity Hub: Supportive): Regularly review what worked and what didn't, allowing anonymous or written feedback to surface concerns assertive members might dismiss.
Link to Activities: Supportive / Relational Activities
Relational Meeting Practices
- Start with connection (Activity Hub: Supportive): Use the 60-Second Check-In Round at the beginning to sense team morale and surface any tension early.
- End with appreciation (Activity Hub: Supportive): Close with Quick Appreciation to acknowledge contributions and build trust.
- Weekly reflection (Activity Hub: Supportive): Once per sprint, dedicate 10 minutes to the "Fix It" Feedback Grid to identify one small relational improvement (not just task improvements).
Link to Activities: Supportive / Relational Activities
Expected Outcomes
By building supportive practices, Team 1 will develop stronger relational depth and team cohesion, resulting in more balanced participation and sustainable collaboration.
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