How to Break Free from Groupthink—Without Being Labeled “Difficult"
- sara438620
- Dec 18, 2025
- 3 min read
We’ve all been there. You’re in a meeting, the team is nodding along in agreement… and something inside you whispers, “This doesn’t feel right.”
But instead of speaking up, you silence the inner nudge. Why? Because no one wants to be “that person”—the one seen as combative, contrarian, or difficult.
Yet, challenging assumptions and introducing diverse perspectives are fundamental leadership skills. They’re also essential to avoid one of the biggest killers of innovation and performance in the modern workplace:
Groupthink.
Groupthink creeps in quietly. It looks like harmony, but behind the scenes it suppresses critical thinking, derails good decision-making, and causes teams to miss opportunities for improvement and growth.
So how do you stay true to your voice, break free from groupthink—and still maintain strong relationships at work?
Let’s break it down.
1. First, Recognise the Signs of Groupthink
Groupthink happens when a group unconsciously prioritises cohesion over critical evaluation. It shows up as:
A quick rush to agreement
Lack of diverse perspectives
Avoidance of healthy debate
Fear of going against the grain
Approval-seeking behaviour
In practical terms, this may sound like: “Everyone else seems okay with it… so I guess I’m okay with it too.”
But differences in perspective are natural. In fact, they’re invaluable. When they’re missing—or being suppressed—groupthink is likely at play.
2. Breaking Away From Groupthink Starts With… Curiosity
If you want your ideas to be heard without triggering defensiveness, start with questions—not declarations.
For example:
“I’m curious—what led us to choose this direction?”
“What outcome are we hoping for here?”
“Has anyone considered X risk or Y opportunity?”
Questions feel collaborative, not combative. They invite reflection rather than resistance.
Timing also matters. Raise concerns when you’re calm, centred, and not emotionally charged. Your non-verbal communication communicates far more than your words.
3. Aim to Encourage Different Thinking—not to Win
A common mistake is focusing too heavily on convincing people to adopt your point of view. But leadership isn’t about winning arguments—it’s about enabling better thinking.
When your intention is to shift perspective, not control outcomes, people can feel the difference. You come across as constructive, not confrontational.
Ask yourself:
“Am I raising this to help the team grow, or to prove a point?”
Authentic leadership requires self-awareness and emotional detachment from the outcome.
4. Use Language That Opens Doors—Not Closes Them
Accusatory statements like:
“You always…”
“You made me feel…”
“This is wrong…”
instantly create defensiveness.
Instead, focus on understanding the reasoning behind the process or decision:
“I’d love to understand why we do it this way.”
“Could we explore an alternative approach?”
“What’s the rationale behind this method?”
If you’re worried the conversation may be sensitive, initiate a one-to-one discussion. Private curiosity often lands better than public challenge.
5. And What If the Team Still Rejects Your Ideas?
Sometimes, despite your best efforts, the team still doesn’t welcome your suggestions. When that happens, reflect on the how, not just the what of your communication.
Ask yourself:
Am I grounded in the idea I’m presenting?
Am I being clear—or emotional, vague, or reactive?
Am I offering a win-win solution for the team?
Do I also welcome others’ ideas—or only push my own?
Leadership begins with self-leadership. How you show up determines how people receive you.
6. Should You Play Devil’s Advocate?
(Or will you be labelled “difficult”?)
Challenging ideas constructively is a key leadership skill.
But there’s a fine line between being a thoughtful challenger and someone who creates friction without adding value.
A useful mindset shift is:
“I’m helping others think differently—not trying to force change.”
Evaluate whether speaking up is actually meaningful. Will your viewpoint help the team achieve a better outcome? If yes—leadership requires that you speak.
If no—it may be ego or habit, not value.
This article relates to the Burning Questions Instagram Series I answered for Thrive BT (Business Times Asia): https://www.instagram.com/thrive_bt/
