How to avoid a Dysfunctional Team

Every company needs functional teams that get the work done effectively and efficiently. These teams need to have enough knowledge and creativity to come up with solutions for complex problems. Depending on the problem, how you set up the team is crucial. There are heterogeneous and homogeneous teams.

Homogeneous teams often share similar communication styles and cultural backgrounds, leading to smoother and more efficient communication. The team members usually have similar backgrounds and experiences that can foster a sense of camaraderie and cohesion within the team, making it easier to build trust and understanding. These teams may experience less conflict related to cultural or communication differences, leading to a potentially more harmonious work environment. The result is that shared perspectives and experiences can result in more consistent decision-making, as team members are likely to approach problems similarly.

The opposite is the case for heterogeneous teams. The team members benefit from various perspectives, experiences, and skills, leading to more creative problem-solving and innovation. Different viewpoints contribute to more thorough and robust decision-making processes, reducing the likelihood of groupthink. Often, heterogeneous teams are better equipped to tackle complex problems that require a multifaceted approach, drawing on the strengths of individual members. Also, a diverse team may possess a broader range of skills, allowing for greater adaptability and versatility in handling various tasks and challenges.

Now, you know how to set up the team, which is set up depending on your needs. The setting is now perfect. Yet, to create a highly functional team, 5 things destroy the inner workings, according to Patrick Lencioni.

Trust is the cornerstone of any successful team. With it, collaboration and open communication become more effortless. To foster trust, team members must be willing to be vulnerable with one another. Leaders can encourage this by sharing their vulnerabilities first, creating an environment where team members feel safe doing the same. Team-building exercises and open discussions can also contribute to developing trust among team members.

Conflict is not inherently negative; healthy conflict is a sign of an engaged and passionate team. However, a fear of conflict can stifle innovation and hinder problem-solving. Leaders must create a culture where constructive debate is encouraged. Establishing norms for respectful disagreement, providing training in conflict resolution, and emphasizing the importance of diverse perspectives can help teams overcome the fear of conflict and turn it into a catalyst for growth.

Commitment to decisions is vital for team success. With it, teams may be able to execute plans effectively. To foster commitment, leaders should ensure that all team members have the opportunity to voice their opinions during decision-making processes. Clear communication of the rationale behind decisions and a shared understanding of the team’s goals and vision can enhance commitment. Regular check-ins and progress assessments also help keep the team on track.

When team members are committed to their goals, holding each other accountable becomes a natural part of the process. Leaders can reinforce accountability by setting clear expectations, establishing consequences for missed targets, and recognizing and rewarding achievements. A transparent performance management system that encourages peer-to-peer feedback helps create a sense of responsibility among team members.

The ultimate purpose of any team is to achieve results. When individuals prioritize personal success over collective goals, the team’s effectiveness diminishes. Leaders must instil a results-oriented mindset by aligning individual and team objectives, celebrating shared achievements, and addressing issues that hinder progress. Regular evaluations and adjustments to strategies are essential to ensure the team stays focused on achieving measurable outcomes.

So be aware of how you set up your teams and how they interact! If you need an outside perspective, schedule a free Consultation Call! In that call we can assess your situation. The next step is a Process Optimisation Workshop on your premises to get an outside view of your current issues.