Whether a family, corporate, volunteer or other types, an organized group always has a personality (aka group culture). The group’s standards and values define the “go to”behavior.
The group’s culture is formed by its members and with time (the team members get older and perhaps wiser) and with turnover (people come and go) the culture can change.
Of course with some groups, for example, family or religious groups, people typically can not leave easily but they still can leave. That is through ways like divorce or excommunication.
Becoming Them
A very interesting attribute of organized groups is their power to influence and impact members as a whole. It is normal for new members to adopt the team’s personality. Often this cannot be avoided.
This is not a form of peer pressure but more a regular human behavior, that is the desire to conform, to be like others – no pressure required it is just natural for us to behave as others do (in a broad general sense).
People who don’t naturally adapt and act like those around them are often considered abnormal or strange. As is often said, the human animal is a social animal.
The Color Analogy
By arbitrarily assigning default behaviors a color we can illustrate how this morphing to a teams culture works. Consider someone with a dynamic, forceful personality, we will label them red.
They join a team that is largely blue, that is relaxed, patient, slow moving. Over time, usually within 6 months, the new members “red” traits will begin to be suppressed (unconsciously) and a more blue approach adopted.
Seek to maintain Diverersity
Given the natural inclination for diverse team members to adapt, team diversity is ultimately watered down. Therefore, it is important to collaborate within your organization to recognize, reward and encourage diverse behaviors.
Of course, there is some value to all acting within the constraints of a common color but there are downsides to this as well. Try to keep the diversity balance if you can, the teams personality is a rainbow.