adaptive this, adaptive that, and task switching

Hi there!

Welcome to Teams, Talent & Productivity, brought you by Midnight Labs, the remote and hybrid teams specialists. We help teams become high performing and happy by improving their team dynamics, skills, and ways of working with modern data-driven solutions.

Recent newsletters:

📰 funny bones, neural growth and decision making
📰 why human relationships are kind of a big deal...
📰 delegation, development, and autonomy vs collaboration

In this week’s newsletter: 

• Teams: Team Development, Tuckman and the US Military

• Talent: Adaptive Epigenesis 

• Productivity: Task Switching and Interruptions

Teams

What are the Stages of Team Development?
Tuckman’s stages of team development—Forming, Storming, Norming, Performing—have been widely used to understand team dynamics. These stages outline how teams typically evolve, starting from initial formation and conflict resolution to norm establishment and optimal performance. However, recent studies, such as those conducted by the US Military and Crosta et al., challenge the linear progression of these stages, suggesting a more dynamic and flexible approach.

What Research Tells Us
A US Military study found that teams often do not follow a strict sequence through Tuckman’s stages, with many skipping stages or experiencing them in a different order. Storming, instead of being a single phase, occurs continuously. Similarly, Crosta et al. found that online teams exhibit non-linear progression, with persistent conflicts and the need for adaptability. Both studies recommend considering alternative models like punctuated equilibrium and adaptive cycles, which better reflect the fluid nature of team development in varied environments.

How This Relates to Managing Your Team
In managing teams, it’s crucial to recognise that development is not always linear. Embrace flexibility by continuously adapting strategies based on team dynamics and context-specific needs. Create an environment that encourages open communication and conflict management throughout the team’s lifecycle. Implementing adaptive models, such as the adaptive cycle which includes stages of growth, conservation, release, and reorganisation, can help teams respond better to internal and external pressures. This approach is particularly useful in environments where flexibility and responsiveness are critical for success.

Try making small, controlled changes to your processes or environment to spark new ideas and innovations without causing major disruptions. Here’s how you might do it:

1. Experiment with Small Projects: Start a pilot project to test new methods or ideas.

2. Rotate Roles Temporarily: Allow team members to switch roles or take on new responsibilities for a short period.

3. Introduce New Tools: Implement a new software tool on a trial basis to see how it impacts workflow.

4. Host Innovation Workshops: Run short, focused workshops to brainstorm and develop new solutions.

Talent

We continue our deep-dive series on the five interrelated developmental principles outlined in Immordino-Yang et al.’s recent paper, this week it is: Adaptive Epigenesis.

What is Adaptive Epigenesis?
Adaptive epigenesis is a principle in developmental science stating that human development is self-organised through experience and learning, rather than predetermined by genetics. This concept emphasises that our genes function as contingency plans that are activated or deactivated based on environmental interactions and experiences. Consequently, human potential for intelligence, creativity, and adaptivity is shaped by cultural and social learning throughout life

An Example of Adaptive Epigenesis
A practical example of adaptive epigenesis can be seen in language acquisition in children. Initially, children are born with the potential to learn any language, but the specific language they master depends on the linguistic environment they are exposed to. As they interact with caregivers and their surroundings, children adapt and develop language skills, demonstrating how their capabilities emerge through continuous learning and environmental influence.

Applying Adaptive Epigenesis in Your Organisation
In a corporate learning context, adaptive epigenesis can be leveraged to create dynamic and responsive training programs. Instead of static, one-size-fits-all training modules, organisations can develop learning ecosystems that evolve based on employee interactions, feedback, and changing business needs. For example, enabling peer learning and creating communities of practice allows employees to share knowledge, solve problems collaboratively, and innovate continuously. These communities can adapt to emerging challenges and opportunities, much like adaptive epigenesis, leading to a more agile and resilient workforce. 

Productivity 

What is Task Switching?
Task switching refers to the process of shifting attention from one task to another. Unlike multitasking, where one attempts to handle multiple tasks simultaneously, task switching involves frequent transitions between different activities. Each switch demands cognitive resources to reorient and refocus, often leading to inefficiencies and decreased productivity.

Consequences of Task Switching
Research highlights several negative consequences of task switching. According to Psychology Today, task switching incurs a "switch cost," which includes the time and mental effort needed to reorient to a new task. This can lead to reduced overall performance, increased errors, and mental fatigue. The American Psychological Association (APA) notes that frequent task switching can decrease cognitive function and impair short-term memory. Over time, this can contribute to stress and burnout, as the brain struggles to manage constant shifts in focus.

Ways to Prevent Task Switching
To minimise the negative impacts of task switching, consider implementing strategies such as:

1. Time Blocking: Allocate specific time periods for focused work on a single task. This helps maintain concentration and reduces the need for frequent switching.

2. Prioritisation: Rank tasks by importance and tackle them sequentially rather than juggling multiple tasks at once.

3. Minimise Distractions: Create a work environment that limits interruptions. Use tools like "Do Not Disturb" settings on devices and inform colleagues of focus periods. Close all windows not related to the task at hand and give yourself the option of either doing the task or doing nothing at all. 

4. Mindful Breaks: Schedule regular breaks to recharge, which can help maintain cognitive function and reduce the mental toll of prolonged focus.

Let us know in the comments other methods you find particularly helpful. 

I hope some of this was useful to you, if it was, please feel free to subscribe if you haven’t already so you don’t miss the next one 🙂 

Thanks for reading!

Midnight Labs