Schriftenreihe der HHL Leipzig Graduate School of Management Felix Wittke Reframe Team Reflexivity— Realize Do No Harm Applied to the Cases of Burnout Prevention and Speak up Freely in Teams Schriftenreihe der HHL Leipzig Graduate School of Management Reiheherausgegebenvon StephanStubner,HandelshochschuleLeipzig,Leipzig,Germany In dieser Schriftenreihe werden aktuelle Forschungsergebnisse aus dem Bereich Unternehmensführung präsentiert. Die einzelnen Beiträge spiegeln die wis- senschaftlicheAusrichtungderHHLinForschungundLehrewider.Siezeichnen sich vor allem durch eine ganzheitliche, integrative Perspektive aus und sind durch den Anspruch geprägt, Theorie und Praxis zu verbinden sowie in beson- derem Maße internationale Aspekte einzubeziehen. Felix Wittke Reframe Team Reflexivity— Realize Do No Harm Applied to the Cases of Burnout Prevention and Speak up Freely in Teams FelixWittke Potsdam,Germany Leipzig(Germany),HHLLeipzigGraduateSchoolofManagement,Dissertation,2022 ISSN2628-1007 ISSN2628-1015 (electronic) SchriftenreihederHHLLeipzigGraduateSchoolofManagement ISBN978-3-658-40432-1 ISBN978-3-658-40433-8 (eBook) https://doi.org/10.1007/978-3-658-40433-8 ©TheEditor(s)(ifapplicable)andTheAuthor(s),underexclusivelicensetoSpringer FachmedienWiesbadenGmbH,partofSpringerNature2023 Thisworkissubjecttocopyright.AllrightsaresolelyandexclusivelylicensedbythePublisher, whetherthewholeorpartofthematerialisconcerned,specificallytherightsoftranslation,reprint- ing, reuse of illustrations, recitation, broadcasting, reproduction on microfilms or in any other physicalway,andtransmissionorinformationstorageandretrieval,electronicadaptation,computer software,orbysimilarordissimilarmethodologynowknownorhereafterdeveloped. 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Theregisteredcompanyaddressis:Abraham-Lincoln-Str.46,65189Wiesbaden,Germany Preface Itisoneofthemostbasicformsofcollaboration:teamwork.Therefore,itdoesn’t surprise that extensive research exists regarding the conditions which influence a team’s performance. Amongst them: team reflexivity, that is, methods, structures and processes of shared reflection by the members of a team about the form and content of their collaboration. An implicit, and sometimes explicit assumption of the discussion so far was that team reflexivity is a means for the goal of team performance. It is an outstanding thought of Felix Wittke to argue that our understanding of team reflexivity has to go beyond that. His argument is that team reflection needs also to encompass normative prerequisites of interaction in a team, in particu- lar the mutual recognition of the moral norm do no harm. This is just not one means amongst others, it is a precondition for trust, the most important enabler of successful cooperation. Thekeysentenceofthisbookis“Donoharminteamsrequiresteamreflexiv- ity,andviceversa,teamreflexivityrequirestodonoharm.”Giventheubiquitous needforcooperation,theimportanceofthis insightcanhardlybeoverestimated. It elucidates everyday practices, which are often implicit in teamwork, but the lack of it undermines performance. It is a special feature of this work, that Wittke does not limit himself to offer theoretical arguments only. Instead, he demonstrates the relevance of his consid- erations by discussing two typical problems of teamwork, esp. in organizations: burnout and speak-up culture, both of which are related to the potential, or pre- vention, respectively, of harmful effects of team work. By doing so, he offers at thesametimetwovaluabletoolsforteamreflexivity:thepracticalsyllogismand the ethical compass. v vi Preface As a consequence, this monography is a valuable contribution to theory and practice in that it connects basic scientific work with recommendations for prac- tical application in an area that can be found everywhere. It is to be hoped that it will find many interested readers. Prof. Dr. Andreas Suchanek Acknowledgment IfIhaveseenfurtherthanothers,itisbystandingonthe shouldersofgiants. (Newton,1676) Thismetaphorillustratestheideathatallscientificbreakthroughsbuilduponpre- vious theories, discoveries, and progress of other people and scientists. It further highlightsthatpeopleandscientistscananddohavedifferentideas,standpoints, andperspectives,whichfurtherourcollectiveunderstandingoftheworldwelive and work in. It is a metaphor to acknowledge other gigantic people and scien- tistswhoreframedandchangedourperspectivesandunderstandingofmodelsof the universe or who enable young scientists to write a thesis with a new frame, perspective, and model of good teamwork and team reflexivity. Itispartofthisthesis’sdiscoverytoemphasizeandreflectontheseshoulders of giants (being the fundament and conditions) which support people to pursue their goals and perform better, which are often neglected, forgotten, or not seen, especiallyinaconstantlychangingVUCAworld.Standingontheseshouldersof giants put in terms of social reflexivity represents innumerous social interactions ofpeopleorteammemberswhomutuallysupporteachotherindifficult,stressful times, when conflicts emerge or one teaches another new skills, shares emotions and experiences, gifts attention and gives time to reflect, and more. It is these giants in my life that I would like to acknowledge here and who deserve special attention, time, and space to be reflected deeply. First, I want to give thanks to my gigantic family and friends, who raised me and supported me with their love and care to learn to think, stand and walk by myself, to stand up after falling and reflect, and to go out and explore the world vii viii Acknowledgment standingbymysideinthesmallandbigchallengesandconflictswehadtoface. Mostofthemarenotscientists,butitistheirgiganticsupportthatmakesscience possible. Speakingofscientificgiants,Iamdeeplygratefulforthegiganticsupportand scholarship I received from the joint doctoral program “Ethics and Responsible Leadership in Business” of the Wittenberg Centre for Global Ethics (WCGE) and the HHL Leipzig Graduate School of Management, supported by the Karl Schlecht Foundation (KSG). I would like to thank my supervisor Prof. Dr. Andreas Suchanek for his gigantic inspiration and investment in trust, his super- vision, critical reflections, and continuous feedback. Second, many thanks to my second supervisor Prof. Dr. Marlen Komorowski (Vrije Universiteit Brussel), for bringing in new and critical perspectives, insights, and questions in many inspiring conversations and written comments to sharpen my sight and making my storyline clearer. Your supervision guided and supported my reflections and actions in small and big steps in the writing process and along the Ph.D. path. Without you, I would not stand here. Thank you. Throughout my time in the doctoral program, the WCGE, HHL, and KSG stood shoulder to shoulder and provided a great foundation and supportive con- ditions for scientific research and writing. Their teams organized courses, jours fixes,researchcolloquia,fieldprojects,doctoraltelcos,events,andmeetings,both online and offline, in challenging Corona times. Their gigantic support allowed us Ph.D. students to reflect together and learn from each other and other giants. Thank you! Thanks also to my gigantic fellow Ph.D. student community, and special thanks to Lili Jassemi, Maja Petrushevska, Marie Schwimmer, Dijana Galija- sevic, Magdalena Wallkamm, Dr. Alexander Noßmann, and Korbinian Weisser, for investing in team reflexivity and feedback beyond the formally organized opportunities. You all supported me to see further and deeper, by standing on and side by side your shoulders. Thank you. You are giants! Felix Wittke Contents 1 Introduction .................................................. 1 1.1 Science: Team Reflexivity and Teamwork .................... 1 1.2 Research: Problem and Relevance ........................... 2 1.3 Thesis: Content and Structure .............................. 6 2 UnderstandingTeamReflexivity ................................ 11 2.1 The Concept and Context .................................. 11 2.2 The Benefits and Costs .................................... 15 2.2.1 Team Performance .................................. 16 2.2.2 Team Learning ..................................... 19 2.2.3 Team Innovation ................................... 22 2.2.4 Team Creativity .................................... 23 2.2.5 Team Member Well-being ........................... 24 2.2.6 Team Costs ........................................ 26 2.3 The Conditions ........................................... 29 2.3.1 Team Trust ........................................ 30 2.3.2 Psychological Safety ................................ 32 2.3.3 Shared Vision ...................................... 34 2.3.4 Diversity .......................................... 36 2.3.5 Leadership ......................................... 39 2.3.6 Team Mental Models ............................... 42 2.4 The Research Gap and Contribution ......................... 46 2.4.1 First, Do No Harm ................................. 47 2.4.2 Two Team Reflexivity Tools to Apply Do No Harm .... 50 2.4.3 Bridging Theory and Practice ........................ 51 ix