Dys/functional Teams

Talent wins games, but teamwork and intelligence wins championships

Michael Jordan

Cooperation is an important building block of a team. A good basis is a shared vision and values (see company culture deck). Also think about leadership styles such as shared leadership, servant leadership, democratic and/or authoritarian leadership …

The question is: what makes a team a dream team, what makes a team rise above itself, the whole is then more than the sum of its parts… A mix of decisive and serving players?

Develop and Reward a Team of Top Performers

live by example

  • Teamgoals, bring up the best in people
  • Diversity in teammembers
  • Strengthen the teambond
  • Make clear agreements
  • Which rule capacity / autonomy suits the team?
  • Confrontation is fine, personal conflicts are not

When building a good team, you can think about these points of attention:

  1. The first point is about setting concrete goals and the conviction that you can get the best out of your team members if they agree with the team goals and are committed and valued for their qualities.
  2. The second point of attention means that you build a team with different personalities, complementary qualities and diversity in background, age etc.

Invest in team building.

Be clear in what you expect from each other and make clear agreements. Give people space, control capacity and appropriate autonomy. What fits the team, the situation, the task maturity of the team? Which working method suits your company, your goals, fits the value proposition of the company? In terms of management/guidance you can think of theory and insights from Hersey & Blanchard (Situational Leadership). Remember that there are people who are beginning and people who are more advanced in their work. As a manager, you need to adapt to how they want to be helped to perform at their best. Your style of leadership is tuned to that. The strength of the relationship (connection) is important here.

Don't avoid confrontations:hard on business, soft on people.

Think of current insights such as Agile working.

Dysfunctional Teams

  • Don’t commit to appointments
  • Say yes, but doing the opposite
  • Avoiding responsibilities (if it is unclear who should do what, roles/tasks ..)
  • focus too much attention to own profit
  • have fear of failure
source: unsplash.com

Patrick Lencioni has studied the topic of team development and identified five factors that distinguish high-performance teams from “normal” teams.

What makes a team effective? And what interferes with good cooperation?

source: valid.com

The five team dysfunctions help you to identify resistance and obstacles and work to eliminate them.

Real teamplayers sacrifice their own position for the endresult of the team. That starts with the leader who also dares to take the risk of faillure. As a manager, show desired behavior, live by example.

If you want to know more about Patrick Lencioni's model of dysfunctional teams, have a look at these:

  • Patrick Lencioni (2002). The Five Dysfunctions of a Team.
  • problems and solutions of 5 dysfunctions of a team
  • video: core message of 5 dysfunctions