How does team size affect creative problem-solving outcomes?

1 Small teams

Small teams are usually composed of two to five members who have a high level of trust, communication, and autonomy. Working in a small team can boost your creative problem-solving outcomes by allowing you to share diverse perspectives, generate more ideas, and test them quickly. However, small teams also face some challenges, such as limited resources, groupthink, and overconfidence. To overcome these challenges, you should seek external feedback, challenge your assumptions, and avoid complacency.

2 Medium teams

Medium teams are usually composed of six to ten members who have a moderate level of coordination, collaboration, and diversity. Working in a medium team can enhance your creative problem-solving outcomes by allowing you to access more resources, expertise, and networks. However, medium teams also face some difficulties, such as communication breakdowns, conflict, and social loafing. To overcome these difficulties, you should establish clear roles, norms, and goals, manage your expectations, and encourage participation.

3 Large teams

Large teams are usually composed of more than ten members who have a low level of intimacy, cohesion, and alignment. Working in a large team can improve your creative problem-solving outcomes by allowing you to leverage more data, creativity, and innovation. However, large teams also face some obstacles, such as coordination costs, information overload, and conformity. To overcome these obstacles, you should use effective tools, methods, and processes, filter and prioritize information, and foster a culture of experimentation.

4 Optimal team size

There is no one-size-fits-all answer to the question of what is the optimal team size for creative problem-solving. The optimal team size depends on several factors, such as the nature, complexity, and urgency of the problem, the availability and diversity of the team members, and the organizational culture and context. However, some general guidelines can help you determine the best team size for your situation. For example, you can use the following formula: optimal team size = the square root of the number of people who could do the job. Alternatively, you can use the following ranges: two to five for simple problems, six to nine for moderate problems, and ten to fifteen for complex problems.

5 Adjusting team size

Sometimes, you may need to adjust your team size to adapt to changing circumstances or to improve your creative problem-solving outcomes. For example, you may need to increase your team size if you face a new or unfamiliar problem, if you need more input or feedback, or if you want to scale up your solution. On the other hand, you may need to decrease your team size if you face a time-sensitive or confidential problem, if you have too much noise or conflict, or if you want to simplify your solution. To adjust your team size effectively, you should consider the trade-offs between quality, speed, and cost, and communicate clearly and respectfully with your team members.

6 Evaluating team size

Finally, you should evaluate your team size regularly to ensure that it is optimal for your creative problem-solving outcomes. You can use various criteria to measure the impact of your team size on your problem-solving process and results, such as the quantity and quality of ideas, the level of engagement and satisfaction, the degree of innovation and effectiveness, and the amount of time and resources. By evaluating your team size, you can identify the strengths and weaknesses of your team, and make the necessary adjustments to optimize your team performance and creativity.