Taking time to encourage the team to agree a teamwork ethos also establishes some of the boundaries for the way individuals are expected to behave. This helps all team members to see the potential pitfalls associated with poor teamwork, and understand where the focus needs to be as the team develops. It’s also a good idea for team leaders to talk through the team stages process, highlighting the way teams develop. Ensure its goals and results are developed and confirmed together, with all members contributing to this process. Much can also be done by ensuring that the team starts properly. Many of the reasons for conflict can be resolved by providing appropriate support and encouragement. Talk through some or all of the above points to explore issues and possible resolutions. Ask them where they see their strengths, what their goals are, and where they feel they can contribute. The first approach to address poor teamwork should be to talk with any individuals concerned and ask them if they have any problems/frustrations with being a part of the team. Believing they know best or are superior to the team leader or other team members.Lacking confidence in or respect for others in the team.In conflict with other individuals in the team.Frustrated or badly affected by past experiences which might be personal or work-related.Adversely affected by personal issues or situations.Driven by personal goals which are substantially different to the team’s goals.Hiding the real reasons they may feel insecure or uncommitted.Lacking the will to commit or perform to team standards.Low in confidence in their ability to contribute or succeed.Feeling they do not have appropriate skills for the team or tasks allocated to them.Lacking clarity in their role, or even why they are part of the team.Why might individuals cause problems when working with the team? There can be numerous reasons so here are a few areas to look out for. As a result team effectiveness may be reduced, especially if other team members start to take defensive positions. Team ethic may not be accepted or undermined, and an attitude of “I’ll do as I want” of “I know best” can take precedent. Instead of individual strengths coming together, what you often see is the weaknesses of individuals surfacing. But whatever stage your team is at, too much emphasis on the individual can cause significant problems. Together everyone achieves more as performance flows and Results that are meaningful and rewarding to the team are achievedĪ different emphasis and focus for each of the STAR model elements is needed at different stages of the team’s development.The team leader Aligns the team through effective communication of purpose, so that individual strengths combine with teamwork to deliver the teams results. People come together building relationships that result in effective Teamwork.Individuals flourish as they use and develop their Strengths.The STAR team model suggests that effective teamwork in the workplace happens when four elements ( Strengths, Teamwork, Alignment and Results) are in place: This tends to happen when individuals try to impose solutions to meet their own needs, which are often in conflict with the needs of the team.Ĭontinuing our series on stages of team development using our STAR team model, in this article we consider how to help identify and overcome poor teamwork. There may be many reasons for poor teamwork but often it’s because one or several individuals try to dominate the group. But it can be a particular problem when trying to develop your team after the start-up stage. Poor teamwork can be a major drain on energy in any team.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |