Training Adaptive Teams

Abstract

Objective: We report an experiment in which three training approaches are compared with the goal of training adaptive teams. Background: Cross-training is an established method in which team members are trained with the goal of building shared knowledge. Perturbation training is a new method in which team interactions are constrained to provide new coordination experiences during task acquisition. These two approaches, and a more traditional procedural approach, are compared. Method: Assigned to three training conditions were 26 teams. Teams flew nine simulated uninhabited air vehicle missions; three were critical tests of the team's ability to adapt to novel situations. Team performance, response time to novel events, and shared knowledge were measured. Results: Perturbation-trained teams significantly outperformed teams in the other conditions in two out of three critical test missions. Cross-training resulted in significant increases in shared teamwork knowledge and highest mean performance in one critical test. Procedural training led to the least adaptive teams. Conclusion: Perturbation training allows teams to match coordination variability during training to demands for coordination variability during posttraining performance. Although cross-training has adaptive benefits, it is suggested that process-oriented approaches, such as perturbation training, can lead to more adaptive teams. Application: Perturbation training is amenable to simulation-based training, where perturbations provide interaction experiences that teams can transfer to novel, real-world situations.

Understanding and Modeling Teams As Dynamical Systems

“…For example, pendulum clocks have an oscillatory attractor. In teams, attractors and their stability have been researched in motor coordination and communication processes (described later), where the formation of behavioral attractors for adapting to changing environmental demands has been a central issue (Gorman et al, 2010a,b; Gorman and Crites, 2015). …”

“…Conversely, a system that is attempting to reach an attractor state during the initial transient period will be highly impacted by a perturbation because system behavior is not stably tied to an attractor. In this respect, the system’s response to a perturbation can be used either as an index of attractor stability (its “relaxation time”) or to “push” the system around its coordination space in order to influence attractor development (Schöllhorn et al, 2006; Frank et al, 2007; Gorman et al, 2010b). In teams, perturbations and stability have been researched in the context of team longevity and training to develop adaptive teams that respond effectively to novel task demands and events in the environment (Gorman et al, 2010a,b).…”

Cyber situation awareness and teamwork

“…Team training on teamwork skills such as communication has been shown to be effective for improving team performance (Salas, Cooke, & Rosen, 2008). Simulation based training in which team members experience system breakdowns or "perturbations" has also been found to make for more flexible and adaptive teams (Gorman, Cooke, & Amazeen, 2010). Dealing with the multi-layered security and classification issues is a more complex issue.…”

Interprofessional teamwork: An immersive experience in the Dominican Republic

“…With a quick huddle, the team was able to come up with a safe creative solution, one that was agreeable to all members of the team. This is referred to as adaptability (Gorman, Cooke & Amazeen, 2010) and is the ability to adjust strategies based on available data and environment. Without the proper equipment, minor procedures became complicated.…”