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EQF LEVEL (INTERNAL REFERENCE): 2
Keywords:
Introduction:
Expected Learning Outcomes:
By the end of this learning unit, you will have gained a better understanding of what it is that causes these issues and how they affect the team. You will be able to identify these potential issues in your own team and work to mitigate them, or, in the best case, avoid them before they happen.
Content:
Teamwork doesn’t always run smoothly. As in lots of other situations in life, certain factors can hinder positive cooperation.
The American manager and author, Patrick Lencioni, has taken a closer look at this topic. He identified five basic disruptions with which teams often struggle. According to Lencioni, these disturbances cause a lot of confusion. Countless misunderstandings take place and a negative morale develops. They can even affect the entire organisation.
The disruptive factors of teamwork are explained with the help of the following illustration:
Lack of trust
Where there is no trust, there can be no cooperation. Lack of trust is the basis of all dysfunctions. But why would team members not trust each other? Often, it is the inability or unwillingness to be open with one another. Teams that share their personal experiences and values always work better together.
Fear of conflict
Conflicts are nothing negative. They release new energy and help team members to see things from new perspectives. There is no point in pretending to get on well. Team members should always be able to express their opinions and, above all, stand by them.
Lack of commitment
People do not like compromises and certainly not taking orders. However, if a conflict develops and the team members are willing to discuss the issue and work it out, this indicates commitment. If a team member is not willing to discuss, then there is a lack of commitment on the part of that team member.
Avoiding accountability
Team members must be willing to take responsibility for something. This means they have to commit to something and also take responsibility for it.
Inattention to results
Team members must work for the team. There must be a sense of community. The focus is not on the individual but on the common goal.
Both literature and research have also uncovered other factors that can hinder teamwork:
Incompetence: In heterogeneous teams, members with different levels of expertise work together. If the differences are too great, conflicts can arise.
Peer pressure: If the team has an informal leader, this can lead to the team isolating itself from other teams. This makes communication more difficult. Conspiracies can also develop within teams, which can make for a poor working environment.
Too much routine: Too much routine can reduce the team’s motivation. The work becomes more boring and team members don’t feel challenged.
Identity problems: Team members need to feel a sense of connection to the team and the task. A feeling of togetherness within the team is very important.
Authority issues: Members of a team have to accept the decisions and instructions of their team member. Otherwise, the team won’t work together successfully.
Communication and decision-making problems: Information must be made transparent. It is also advisable that the team leader assigns individual tasks to team members; this builds and strengthens trust.
Target and performance pressure: Stressful phases require phases of relaxation. The leadership must make this possible for the team members, otherwise it leads to demoralisation.
TIP: Of course, not all disruptions can be prevented or avoided, but even being aware of potential issues can really help. That way, you’ll be able to counteract them.
SOURCES
Short url: https://clilstore.eu/cs/10932