FOSTERING TEAM SOLIDITY

The pandemic has had a huge impact on individual and collective health and prosperity, and no one knows when our economy and our society will be healthy again. Yet opportunities exist. If companies and leaders can inspire team members to proactively solve problems, set aside old practices, test and prove innovative ways to work, and pilot new systems, the likelihood of organizations surviving — and, indeed, thriving — is much greater.

The single most important component are caring leaders: leaders who adapt to serve their employees and their companies and create positive traction. It is important for leaders to take steps to build trust and cooperation among their employees to maximize productivity and team satisfaction. Modelling best behaviours and creating shared experiences, they must evolve and adapt, and some behaviours that can help them are:

1. Develop Rules Of Engagement

Ask people what it takes to have a great team, what the definition of a great teammate is, and what actions each needs to participate in to support those definitions. Once done, ask what phrase could be used, without people being defensive, to create accountability. What it does is it levels the playing field and re-establishes trust.

2. Define Clear Commitments

We lose trust when we perceive others have not followed through on what we expect; yet these commitments are often not clearly articulated, mutual and measurable. In new teams or in teams trying to recover trust, it is important to have clearly articulated agreements and accountability measures to ensure everyone involved has aligned expectations.

3. Show Trust First

As the leader, are you trusting them? Where are you holding the reins too tightly, thinking you are best to handle a particular client or project? What information are you holding back, assuming others cannot handle it? Trust them more, and they will begin to learn they can trust, too.

4. Share and Be Receptive

Trust is determined by openness, credibility, and respect, practiced consistently. Leaders must foster an environment where others’ differences are accepted and look out for others’ welfare. Leaders who share thoughts and feelings and who are receptive to the thoughts and feelings of others build trust.

5. Model Respectful Argumentation

Establish a regular routine that supports the process of argumentation during all team meetings. Argumentation among team members instigates positive tension that leads to mutual respect, trust, and innovation. By learning how to respectfully disagree, people learn that there is no need to mistrust someone with a different perspective, because argumentation feels a lot different than mere arguing.

6. Identify Why Trust Is Low

Think of trust as deposits or withdrawals from an account. Low trust is a result of too many withdrawals. There are several areas that can build or break trust with teams. One thing leaders can do is to identify the reasons for low trust. By getting down to the root issues you can start to rebuild trust.

7. Have Team Members Interact on A Personal Level

Create an opportunity for the team to interact on a personal level at a retreat, challenge, or event. Make it easy for people to be authentic, tell stories and reveal their character. It is with this shared experience that a structured dialogue about earning each other’s trust and respect can evolve into the best way to work together as team. A didactic exercise alone cannot produce trust.

8. Share A Regular Meal

People are hard to hate up close, and nothing brings togetherness like sharing a meal. Engage in activities (a monthly team lunch or coffee) focused on nonwork discussion. Engage in personal sharing exercises, discuss vacations and personal and professional goals, or have a self-awareness workshop, such as a personal assessment tool, to create mutual understanding. Teams that eat together build stronger bonds.

9. Understand Communication Styles

We all have different behavioural styles, and when we encounter someone who approaches tasks or communicates differently than we do, it can lead to mistrust. By discussing motivators, work styles and how each style prefers to communicate, you will bridge misunderstandings and begin to build trust.

10. Create A Necessity

From a practical standpoint, it is all about creating a “necessity.” Human behaviour is most likely to adapt when changes are a matter of survival. The most effective method I have seen work is to create that necessity. Put those that you perceive as not trusting each other into a team and define the project success in a way that forces trust building.

11. Don’t Be Afraid to Be Vulnerable

It is so powerful when a leader shows vulnerability to their team. When anyone is vulnerable their team often responds with empathy, which starts a cycle of trust. If you need to build trust more quickly, hold an offsite and ask everyone on the team to develop and share two growth goals with the entire team. This provides everyone with an equal opportunity to be vulnerable and to support each other.

12. Teach Safety Instead

We cannot teach trust any better than we can teach a fool proof method of falling in love. Trust equals an outcome, rather than a catalyst. Instead, teach safety and trust will grow. When we feel safe, we trust. Try criticizing in private, praising in public or other safe practices, and watch the trust build on your team.

13. Learn Each Other’s Stories

Everyone has a personal history that impacts how they show up in their professional setting and the lens by which they view the world. Establishing trust requires team members be given the opportunity to share the stories that have shaped them. This allows the armour to come down so they can see each other authentically and develop the compassion that will guide them through the challenging times.

14. Do Charitable Work Together

Sometimes the best building of bonds and trust is outside the walls of the organization. Those who serve others by building a Habitat house, meeting kids and families under cancer care, or serving meals and educating the homeless often get something far greater than getting along better at work. Volunteer experiences where trust can be built often directly translate positively and immediately.

Content Curated By: Dr Shoury Kuttappa.

BARRIERS TO TEAM OPERATIONS: BEHAVIOURS ASSOCIATED

The collaborative nature of teams means they are subject to pitfalls that individuals working alone do not face. Team members may not always work well together and focusing the efforts of individuals on shared goals presents challenges to completing tasks as efficiently and effectively as possible.

Three Barriers to Building a Team

1. Flimsy Leadership

Everything flows from leadership. And when there is a problem in the team, usually, it’s the leader’s fault. The wise king Solomon said, without a vision, the people perish. There could be several reasons that a team is not working, and most often, it starts with the leader.

1. Is there no vision for the team?
2. No one in the team knows where they are heading?
3. Is there favouritism being practiced by the leader?
4. Is the leader too critical of new ideas or suggestions?
5. Is the leader’s style too imposing on everyone?

It could be various reasons, but usually the problem has its roots with the leader.

• Fragile Communication

Communication is key to the proper functioning of a team. And poor communication can lead to misunderstandings, resentment, offences within a team. Sometimes it’s because one person’s frankness or direct approach offences another person; and another responds in hurt. While conflict is normal in teams, without resolving them, this poor communication can lead to destructive conflict and cause a team to break down.

• Vulnerable Team Dynamics

Teams can fail because some people just cannot work with others. For example, if we have two extremely opinionated team members, we will be seeing conflict all day in the team. Also, if we have team members that are ‘yes’ men; we won’t see a lot of participation and open discussion in the team. The thing is that, we must find the right mix of individuals to make a team; not just in terms of personalities, but also in terms of skills and abilities.

While these right individuals may have disagreements in approach and perspective, but that’s the idea behind a team, different individuals bringing different points of view so that synergy within the team can be achieved.

The Secrets of Great Teamwork

Today’s teams are different from the teams of the past: They are far more diverse, dispersed, digital, and dynamic (with frequent changes in membership). But while teams face new hurdles, their success still hinges on a core set of fundamentals for group collaboration.

The basics of team effectiveness were identified by J. Richard Hackman, a pioneer in the field of organizational behaviour. He uncovered a ground-breaking insight: What matters most to collaboration is not the personalities, attitudes, or behavioural styles of team members. Instead, what teams need to thrive are certain “enabling conditions.” These conditions—a compelling direction, a strong structure, and a supportive context—continue to be particularly critical to team success. Modern teams are also vulnerable to two corrosive problems— “us versus them” thinking and incomplete information. Overcoming those pitfalls requires a fourth critical condition: a shared mindset.

The Enabling Conditions

1. Compelling direction: . . . . . . . . . The foundation of every great team is a direction that energizes, orients, and engages its members. Teams cannot be inspired if they do not know what they are working toward and don’t have explicit goals. Those goals should be challenging (modest ones do not motivate) but not so difficult that the team becomes dispirited. They also must be consequential: People have to care about achieving a goal, whether because they stand to gain extrinsic rewards, like recognition, pay, and promotions; or intrinsic rewards, such as satisfaction and a sense of meaning. In remote teams, direction is especially crucial because it’s easy for far-flung members from dissimilar backgrounds to hold different views of the group’s purpose.

• Strong structure: . . . . . . . . .Teams also need the right mix and number of members, optimally designed tasks and processes, and norms that discourage destructive behaviour and promote positive dynamics. High-performing teams include members with a balance of skills. Diversity in knowledge, views, and perspectives and demographics can help teams be more creative and avoid groupthink.

Team members from diverse backgrounds often interpret a group’s goals differently. This is one area where remote teams often have an advantage. Cosmopolitan members bring technical knowledge and skills and expertise that apply in many situations, while locals bring country knowledge and insight into an area’s politics, culture, and tastes. Larger teams are more vulnerable to poor communication, fragmentation, and free riding (due to a lack of accountability). With remote teams, people in different locations often handle different components of a task, which raises challenges. Repartitioning the work to give them ownership increases motivation and engagement and improves the quality, quantity, and efficiency of work.

Destructive dynamics can also undermine collaborative efforts. We’ve all seen team members withhold information, pressure people to conform, avoid responsibility, cast blame, and so on. Teams can reduce the potential for dysfunction by establishing clear norms—rules that spell out a small number of things members must always do (such as arrive at meetings on time and give everyone a turn to speak) and a small number they must never do (such as interrupt).

• Supportive context: . . . . . . . . . . . This includes maintaining a reward system that reinforces good performance, an information system that provides access to the data needed for the work, and an educational system that offers training, and last—but not least—securing the material resources required to do the job, such as funding and technological assistance. Ensuring a supportive context is often difficult for teams that are geographically distributed and digitally dependent, because the resources available to members may vary a lot.
• Shared mindset:. . . . . . . . . . . Distance and diversity, as well as digital communication and changing membership, make teams especially prone to the problems of “us versus them” thinking and incomplete information. The solution to both is developing a shared mindset among team members—something team leaders can do by fostering a common identity and common understanding. Teams now often perceive themselves not as one cohesive group but as several smaller subgroups. This is a natural human response: Our brains use cognitive shortcuts to make sense of our increasingly complicated world, and one way to deal with the complexity of a remote team is to lump people into categories. But we also are inclined to view our own subgroup—whether it’s our function, our unit, our region, or our culture—more positively than others, and that habit often creates tension and hinders collaboration.

Incomplete information is likewise more prevalent in remote teams. Shared knowledge is the cornerstone of effective collaboration; it gives a group a frame of reference, allows the group to interpret situations and decisions correctly, helps people understand one another better, and greatly increases efficiency. There are many ways team leaders can actively foster a shared identity and shared understanding and break down the barriers to cooperation and information exchange. One powerful approach is to ensure that each subgroup feels valued for its contributions toward the team’s overall goals.

**Sources: The works of J. Richard Hackman

Content Curated By: Dr Shoury Kuttappa.

TYPES OF TEAMS: BEHAVIOURS ASSOCIATED

Teamwork, in times of cloud computing and collaborative software, it’s one of those qualities that everyone wants to see in their company. But the truth is that for different types of work teams, different forms of integration and collaboration develop and allow them to function better. What type of team we have depends on its purpose, location, and organizational structure. Each type of team comes with its unique set of strengths and weaknesses. Some of them may be as follows:

Task Forces

A task force is a temporary team created to address a single piece of work, a problem, or a goal.

The term “task force” originated in the Army. An Army task force was designed to provide flexibility in operations since it could be formed without the reorganization or repurposing of the division. At the time, army operations were performed by formal groupings such as divisions or battalions, but wars created new challenges that demanded flexibility in how resources were used. Formation of a task force allowed officers and equipment that formally belonged to different groups to come together for a single specific purpose, without reassigning responsibility for those assets or requiring the reorganization or repurposing of the division. Task forces were temporary and easily disbanded after their work was complete.

Today, in business, government and other arenas, task forces are special ad-hoc committees created specially to deal with single problems or issues. Many organizations use task forces to bring together experts to assess, make recommendations, or take other actions to address a single issue or topic. The task force usually begins by assessing the factors that relate to its work. Next, the team typically identifies and analyses possible solutions and develops recommendations and plans for implementing them.

Generally, a task force will not have responsibility for implementing its recommendations once they are made, although individual team members may have a role in doing so. Task forces do not have the power to compel others to accept their recommendations. Indeed, the results of their work may be accepted in part, rejected in part, or even ignored altogether.

Cross-Functional Teams

A cross-functional team comprises people from different departments and with special areas of expertise working to achieve a common goal. The range of knowledge on cross-functional teams creates a broader perspective that can lead to new ideas and better solutions.

Cross-functional teams include members who bring different types of knowledge and experience from areas such as finance, engineering, human resources, and marketing. These teams occasionally may draw on subject-matter expertise from outside the organization by inviting external consultants or customers to join a team. By combining people with diverse task-related backgrounds, cross-functional teams can take a broader approach to addressing a problem or completing a set of activities. This can lead to new ideas and more creative solutions. It can also make a team’s efforts more efficient and effective by including information that can help avert risks or poor outcomes.

Example of a Cross-Functional Team: . . . . . .  Many business activities require cross-functional collaboration to achieve successful outcomes. A common example is service improvement. To better meet customer expectations and achieve higher satisfaction rates, a company first needs to understand what customers are looking for. The marketing department is responsible for gathering that type of customer data. Operations staff members have expertise in how to design the process for delivering a service, so they would need to be involved in making any changes to that system. The human resources department oversees training, and employees may need new skills to succeed with the new process. If any information technology is involved in supporting the service improvement, then people from that department should be on the team. Finally, accountants may be needed to identify any new costs and additional savings.

Challenges of Cross-Functional Teams: . . . . . .  Even though diversity of knowledge and perspective is the big advantage of cross-functional teams, it can also be a source of problems. People who work in the same discipline or area have a common understanding and a terminology for their work that is unknown to others. Shorthand expressions or common acronyms that are familiar to one person may be confusing to others. This can make communication between members of a cross-functional team difficult and subject to misunderstanding.

Cross-functional teams may be more likely than less complex teams to have members with divergent perspectives on how work gets done. For instance, engineers value precision and attention to detail, while those who come from more creative areas such as marketing may prefer a less rigid approach. These differences in styles may also be reflected in the personalities of team members. It can take extra effort to collaborate when you have to take into account the preferences and styles of widely dissimilar individuals.

In some organizations certain departments have more status than others. A common distinction is between those in areas that contribute directly to revenue, such as sales and manufacturing, and those that do not, including support departments like purchasing and IT. Perceived differences in relative importance or credibility can undermine the effectiveness of cross-functional collaboration.

Virtual Teams

A virtual team is a temporary group created to accomplish specific tasks by using technology to collaborate remotely. What sets them apart are:

1. Virtual teams rely upon computing and communications technology, especially Internet access.
2. Virtual teams can be cost- effective and take advantage of technology and the availability of distributed employees.
3. There are six common types of virtual teams: networked teams, parallel teams, project development teams, functional teams, service teams, and offshore information-systems development teams.

A virtual team is a group of individuals in different geographic locations who use technology to collaborate on work tasks and activities. The use of this kind of team has become prevalent in organizations due to the increased availability of collaborative technologies, the shift toward globalization in business, and greater use of outsourcing and temporary workers. Virtual teams require effective project management to facilitate communication and coordinate member activities.

Types of Virtual Teams: . . . . . .  There are six common types of virtual teams.

1. Networked teams: . . . . . .   are loosely organized; they are usually formed to address a short-term objective and are dissolved after they accomplish that objective. Similar to task forces and cross-functional teams, networked teams frequently bring together people with different expertise to bring broad perspectives to discussing an issue or problem.
2. Parallel teams: . . . . . .   are highly task-focused and draw on individuals from different functional areas and locations. While they generally complete their work on a defined schedule, parallel teams may not be disbanded but may instead remain to take on a subsequent set of tasks.
3. Project development teams: . . . . . .   work on complex sets of activities over a long time period. They may be formed to develop new products, deliver a new technology system, or redesign operational processes.
4. Functional teams: . . . . . .   are comprised of people from the same department or area who collaborate on regular and ongoing activities, examples of which include providing training, executing marketing initiatives, and conducting research and development.
5. Service teams: . . . . . .   work with customers to address their purchasing and post-purchase needs. These teams enable a company to provide consistent service, often 24/7, to support customers wherever they are.
6. Development teams: . . . . . .   make use of lower cost labour, typically offshore, to develop software, conduct research, etc. They are typically created by dividing up the work of larger projects and assigning specific pieces to independent contractors or teams of developers.

Challenges of Virtual Teams: . . . . . .  The geographic dispersion of team members and the lack of regular face-to-face meetings present three challenges to the success of virtual teams.

1. Coordination of tasks: . . . . . .   A virtual team needs a clear set of objectives and a plan for how to achieve them in order to focus and direct collaboration among team members. They need clear guidelines and norms for how individuals will accomplish their work. Even more than traditional teams where individuals work in the same location and time zone, virtual teams require effective project management to facilitate communication and coordination of tasks among members.
2. Team-member skills: . . . . . .   Beyond their functional expertise and experience, virtual team members need to be effective users of technologies such as video conferencing and other collaboration tools. They must learn to communicate well in writing to avoid misinterpretations that might be more easily avoided in a face-to-face conversation. When virtual teams cross national boundaries, differences in language and culture require the ability to negotiate barriers to communication and collaboration.
3. Relationships: . . . . . .   Virtual team members need to build relationships with colleagues through the use of technology, which can often seem impersonal. Distance and lack of regular personal interaction can make it difficult for trust and group cohesion to develop. When these are missing, team members can lose focus and collaboration can suffer, leading to delays, conflict, and other performance issues.

Self-Managing Teams

A self-managing team (or self-managed team) is a group of employees working together who are accountable for all or most aspects of their task. It is a group with a common purpose in which tasks and responsibilities are determined by the members. Self-managing teams share work tasks and supportive or managerial tasks.

A self-managing team has considerable discretion over how its work gets done. This means the majority of key decisions about activities are made by people with direct knowledge of, and who are most affected by, those choices. Self-managing teams are distinct from self-directed teams. Self-managing teams work toward goals that are set for them by outside leadership, whereas self-directed teams work toward a common goal that they define.

Advantages of Self-Managing Teams: . . . . . .  Organizations in various fields use self-managing teams to boost productivity and motivate employees. Members of self-managing teams plan, coordinate, direct, and control their activities. For example, they set the work schedule and assign tasks. In this way they share both the managerial and technical tasks. Team members also share responsibility for their output as a whole, which can inspire pride in their accomplishments. Because they eliminate a level of management, the use of self-managing teams can better allocate resources and even lower costs.

Disadvantages of Self-Managing Teams: . . . . . .  The lack of hierarchical authority means that personal relationships can overwhelm good judgment. It can also lead to conformity, which can inhibit creativity or make it difficult for team members to be critical of each other. Self-management adds a layer of responsibility that can be time-consuming and require skills that some team members may not have. Members of a self-managing team often need training to assist them in succeeding at jobs that have a broad scope of duties.

Types of teams depicted in a Matrix overview:

Content Curated By: Dr Shoury Kuttappa.