10 Things That Scupper Successful Teams
It happens to all of us at one time or another — from school all the way up through to our careers and in our businesses: we create a new team to complete a project or even run the business, and something just doesn’t click.
Suddenly, a group of people who are ordinarily competent and diligent can’t seem to get anything done. Deadlines fly past like the scenery outside a high speed train and projects or even the business sinks toward failure.
Why is that? What is it that turns teams into dysfunctional groups of people? We at Charterhouse have identified nine key factors that can turn an otherwise competent team into a sinking mess:
- Ego When someone’s ego is more important than the team, the project, or the goal, things break down quickly. This can happen when one person is more interested in “looking good” for the boss than getting the work done, when someone is always placing blame, or when someone feels and acts like they are too good to do the necessary work.
- Negative competition Light hearted competition can be a good thing, especially for certain kinds of teams. In a sales team, for example, individual members can be motivated by gamifying their work with a leaderboard or bonuses for high performance. But when competition goes too far, it can destroy a sense of teamwork and create a “you versus me” atmosphere that isn’t good for anyone.
- Poor communication When the left hand doesn’t know what the right hand is doing, it causes all sorts of problems: duplicate work, forgotten work, missed deadlines, etc. Communication is absolutely key to a team that works. Talk…..
- Micromanagement When employees have to get approval or sign-off on every single thing they do, it slows down the workflow considerably. Team leaders need to be able to trust employees to make the right choices, and employees need to feel comfortable asking for help when they need it. The right balance here is critical.
- Criticism without praise a shrinking proportion of managers/ directors entire management philosophy is to criticise everything and rarely if ever dole out praise. I think you can imagine how well that went over with their teams. Constructive criticism (keyword: constructive) is vital to helping employees grow, but generous and well timed praise is also important for maintaining enthusiasm and morale.
- Unreasonable expectations As a member of a team, nothing feels worse than the sinking feeling of knowing that you will never reach your targets, no matter how hard you work. Goals that are a stretch and require a lot of the team are good, but goals that are way out of reach are depressing. It won’t make employees work harder; it will make them want to give up.
- Half-hearted work Having one or more member of the team who only puts in half an effort — showing up late, leaving early, checking email all day, etc. — has a decidedly negative impact on the whole team. It’s important that everyone is putting in a full, equal effort.
- Stubbornness When members of a team adopt a “my way or the highway” approach, no one benefits. When working in a team, everyone needs to be open to new ideas, new approaches, and experimentation — even, and perhaps especially, the leader. Just because you’ve always done it that way doesn’t mean that’s the best way to do it.
- Leading with emotions Instinct, emotions, and gut feelings all have their place, but bringing emotions too much into the team can have a deleterious effect. A team member who always feels spurned when his idea isn’t chosen, who sees slights (real and imagined) in every interaction, or who takes home the stress and anxiety about a project may be bringing too many emotions into the workplace.
- Lack of focus on outcome – Team keeps changing priorities that results in non-delivery. Very much a leadership issue here. A team with at least two delivery agents will often keep this meandering in check.
Of course, these aren’t the only culprits, but some of the most pervasive I see. What problems do teams experience that you would add to the list? I’d be interested in your contributions.
Thank you for reading my post.
You might also be interested in talking to us about building teams to drive a business forwards? If so email me on firstname.lastname@example.org