Fishpond effect for team performance
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Shouldn’t being part of a great, strong team also inspire high performance? No, unfortunately, that’s not always the case:
For team members with weak performance – whether beginners or those limited in their performance – there is a danger of quickly becoming discouraged and left behind.
They can develop their capabilities only by showing better performance than their peer group. This contrast effect is called the “big-fish-little-pond effect”. Of course, it is still true that high-performing groups provide an incentive because, as a team member, you want to keep up and bask in the glory of the team’s achievements. This assimilation effect is called the “reflected glory effect”. However, the effect only works if the distance to the rest of the team is not too great and thus no discouragement and separation occur within the team.
In short, a “fishpond effect” is created when contrast and assimilation effects are combined: a contrast effect in order to have one’s own achievements stand out from those of others, and a not too great assimilation effect in order to be spurred on by the achievements of better performers. Therefore, high performing teams should be reasonably homogeneous in terms of performance, but not in terms of all individual performance aspects: team members should make an effort with regard to some performance areas.
Prof. Dr. Joachim Hasebrook and Dr. Sibyll Rodde explain how the contrast and assimilation effects work in their book "Team-Mind und Teamleistung” (Team Mind and Team Performance” in the chapter “Kleine Unterschiede, große Wirkung” (Small differences, big effect). In an interview with Prof. Dr. Klaus Hahnenkamp, head of the clinic and member of the board of directors of the University Hospital of Greifswald, he also explains how he deals with team conflicts. The book is only available in German.
