Love it or loathe it, teamwork is at the heart of most day to day human interactions.
Whether in a work or home environment it is rare for most of us to not have to work with or for other people.
Even if you work alone, for example as a freelancer, you still need to report to your clients. Managers, CEO’s and even the people at the very top of the tree still have to account to someone – their staff, the tax man and of course their customers and clients.
Like it or not, we all have to be able to communicate and work effectively as part of a team.
Why is Teamwork Important?
‘No man is an island’ – or so the saying goes, meaning that, as much as some people may prefer to work alone, there is always a need to interact with others.
Communication is the key to success – humans are social animals designed to thrive in collaborative circumstances. However, some of us are more adept at communicating than others and it’s the failure to share thoughts, ideas and feelings effectively which can lead to uncomfortable situations.
Creating and maintaining teams within a working situation can be key to the success of a business. Bringing a diverse group of people together to work towards a common goal, for example increasing sales outcomes, ensures that different ideas and approaches to reaching the desired outcome can be evaluated and implemented. At least that’s the idea!
The reality can be that often one or two individuals can dominate a group and effectively override everyone else, so it’s beholden on those managing teams to ensure this is not allowed to happen.
Is it a good idea to have people of varying temperaments, abilities and views in one team? Of course it is, because without disagreements there’d be no discussions and without discussions nothing could ever change.
Taking extremes of homogenised teams: a team comprised solely of risk takers could potentially gamble the future success of the business by always insisting the riskiest approaches are best.
Conversely a conservatively focused team would never stray away from the straight and narrow, the tried and tested.
Neither of the above two scenarios is desirable!
There are occasions, the military for example, where although teamwork amongst the ranks is required, indeed relied upon, the orders are issued from above and the teams (squaddies) are expected to obey without question. Debating the order to open fire, could (arguably would) result in the deaths of your compatriots.
WE HELP BUILD TEAMS
Teams lie at the heart of business from sales to production to management, your clients, suppliers and relationships.
Build. Manage. Grow.
When Teamwork Can Go Wrong
The phrase ‘the blind leading the blind’ comes to mind.
Yes, teamwork is often vital for success but teamworking comes with its own set of problems, some of which are mentioned above:
A Team Member Appoints Themselves as ‘Leader’.
There’s always one isn’t there? The one who likes the sound of their own voice too much. The one who is (in their head anyway) always right. The one who simply refuses to listen to anyone else’s point of view. Basically ‘a bit of a bully’.
If the manager or actual team leader isn’t careful, they could find that the rest of the team become so cowed (or fed up) of this one individual that they stop contributing their own thoughts and ideas within the group. The whole raison d’être for team working is thus negated.
There’s No Team Structure
This goes hand in hand with the point above: if a team is created that has no structure or hierarchy, it is entirely possible, probable even, that the individual who then chooses to assert him/herself as self-appointed leader is not necessarily going to be the best person for the job.
Ego is a dangerous thing!
Ensure therefore that teams are set up with both clearly defined goals and objectives and that they are managed correctly, with a leader/head responsible for the well-being of the members and the efficient operation of the whole team.
Poor Communication
This is a key problem within teams. As mentioned above, everyone has different communication skills and abilities. Some people are better with verbal communication – talking things over, whilst others prefer non-face-to-face methods such as email.
Whatever route is taken it must be consistent. Don’t email one person whilst talking to another – verbal and written words can be interpreted very differently.
Written responses can also be interpreted in more than one way if the writer isn’t clear with their use of words and grammar. ‘Tone of voice’ can also be lost in email and SMS communication, turning something meant to be light hearted into something altogether quite different.
Personality Clashes
It’s very useful to have teams with a variety of personality types – as noted earlier, it can make innovations and changes (for the better of course) more likely. However, some people will simply not get along – it’s just human nature!
There’s two ways of dealing with personality clashes in your teams, either remove one of the people or ensure that a framework of rules and guidelines is in place to protect individuals, the team and the overall business.
A good manager or team leader always needs to be vigilant and act to ensure the cohesion of their team.
WE’RE ALL PART OF A TEAM
Is being part of a team worrying you? We can help build your confidence and bring back your vitality.
18 Essential Skills of Teamwork Communication
- Top of the list: LISTENING! Not listening simply in order to formulate a reply but really listening to what your teammate is saying to you
- Pulling your weight. Having someone in the team who does little work – having a few people do all the work – is infuriating! Speak up! Being part of a team means you have a role, and a responsibility to play your part. Do the work, pull your weight and do not leave all the work to everyone else! If you don’t want be be part of the team, then don’t!
- Share your ideas. Some people aren’t natural team players. More introverted people will be reluctant to put forward their views. This doesn’t mean they’re not valuable team members and don’t have great ideas. If you are more introverted and don’t like to speak up, find time to share thoughts and ideas outside of the meeting or during a break. Moreover, a good team leader should encourage people to share their thoughts
- Be enthusiastic. If you’re enthusiastic you’ll be a far better (more productive) member of the team. Enthusiasm wears off on others. Volunteer to take on a task, share your ideas, be prepared for the meeting by reading the notes beforehand. Foot draggers will only drag the team down
- Knowing when to speak and when to stay quiet. There will be times when you need to curb your enthusiasm. Wait your turn, give others time to speak and their may be times when you just need to shut up
- Understanding your role in the team and the organisation in general and not assuming you always know better than anyone else
- Respecting your colleagues. You may not always agree with them but you should never dismiss what they are saying just because you personally do not agree with it
- Learn the preferred communication methods of your colleagues and apply them but don’t automatically send an email to the person sitting next to you or across the office. Talk to them. Follow up, if necessary, with an email or memo for transparency and tracking purposes
- Have empathy. Your points of view may be different but that doesn’t mean either is wrong, they are just different
- Be honest! Don’t say one thing to one person and then something completely different to another – especially if one is a manager and the other a co-worker
- Have integrity if something looks, sounds and feels wrong for you act on it, even if that means you could potentially be causing an issue for yourself further down the line
- Enjoy collaborating with your colleagues instead of competing with them – you’re all supposed to be on the same side remember
- Take responsibility for your own actions – always – even if you think doing so could have negative repercussions
- Build rapport at all levels within your organisation – you don’t need to like everyone and they don’t all have to like you, but do always try to get on
- Be kind. You can never know what’s going on in a colleague’s head. They could be going through a rough time outside of work and not sharing their troubles with you
- Be supportive. High five the colleague who is doing well and build up the ones who are struggling
- Be open. Share your own successes (and failures) with the team
- Join in! Participate in team events, socials and get togethers. Get to know people and let them get to know you
What Can Be Done by Team Leaders and Managers to Foster Great Team Relations?
Clarify Roles!
Right from the outset ensure every team member knows what their role is, what they’re supposed to be doing, when and how they are to do it and who they report to.
Yes, a lot of organisations these days favour a flat hierarchy but they won’t work in every company. If you need structure put it in!
Make sure the team and overall organisation structure is visible to all and is reinforced regularly as the business grows or changes.
BUT Treat Your Staff as Adults!
In other words, don’t micromanage them!
Goals and Objectives
Make sure you set goals and objectives and that everyone is aware of them and what their role, and that of their team’s is, towards reaching them.
Working to a shared outcome can be very motivational.
Encourage Socialising
Not everyone wants to socialise with work colleagues in off duty hours but do try to encourage it. Organise trips and socials, even if they’re only to the local pub or café once a month or so.
Try things like:
- ‘Dress down Friday’ (if appropriate)
- Bacon sandwiches (or alternatives) once a week
- If there’s space install a table tennis table/pool table/dart board or similar and organise in-house tournaments
- If possible, make sure there’s a space away from working areas for staff to congregate at lunchtimes/break times
We all spend a lot of time at work and it’s great to feel like colleagues are also friends.
Have Regular Performance Management Reviews
This is essential to ensuring your teams are working well, on target and harmonious.
Within the framework ensure that everyone is able to provide feedback on an equal footing. Junior staff should feel as able to communicate any negative feedback as a manager.
Reward Your Teams
When a team does well – reward them and let the rest of the organisation know!
The rewards don’t have to be financial, they could be an extra days holiday, leaving early on a Friday, or a team building trip…use your imagination.
Recognise Achievements
While similar to the advice above, some moments of progress don’t warrant a reward – just simple recognition. For example, a great result within the context of a day’s work or putting in time over and above what was required. Recognising this in front of the team (however big that team is: project-based or company-wide) can go a long way to maintaining or improving motivation.
Conclusion
Teamwork is an accepted part of our home and work life, whether we are introverts preferring our own company or life of the party extroverts, we all have to get along with other human beings.
Learning great communication skills really helps with this – even if you occasionally use those skills to let family, friends and colleague know that you really need some alone time!
Learning to operate well within the framework of a team, valuing collaboration over competition and being willing to contribute skills, knowledge and empathy to fellow team mates are all amazing assets welcomed by any good employer and ones that will stand anyone in good stead for years to come.
