If we listen, we can learn a great deal from teenagers. They are honest – sometimes brutally so – and are not as concerned about appearing politically correct. When it comes to discussing a common practice utilized in organizations and schools today, working on a team, the opinion in my home is quite clear: team projects are despised.
We Have Secret Concerns About Teams
It is difficult to admit that we may not have total confidence in the team process. From my early days as a team researcher in the auto industry, to my experiences with small businesses, the doubts were certainly there. Overall, just like students assigned to a group project, we find ourselves worried about the prospects of working on a team. Why is this the case? We tend to ignore essential principles of teams and team building. Assembling, managing and motivating teams is not something to be taken lightly. The end result of the oversight is that things can, and will, go wrong – and the entire team process shoulders the blame.
Being a Team Contributor is a Learned Skill
One contributing factor is that we assume that all individuals, including students, have an innate ability to collaborate and work effectively on a team. In reality, effective team membership is a complicated skill set (active listening, sharing confidently, tolerance) that requires training and practice to perfect. For many employees, serving as a team member can be a completely challenging and stressful experience - especially without the advantage of adequate training.
Here are some common team concerns:
- I will end up doing the lion’s share of the work – Considering skill levels within a team is crucial, as an equitable distribution of tasks is highly important. One real concern, is that the strongest team members will end up working the hardest. Have the skill levels of those involved been carefully considered?
- The pace of the work is simply too slow – Dealing with a large group can be time-consuming. Overall the more people involved, the more time it will take to make progress as issues such as scheduling become a factor. Some begin to feel they would rather forgo the added trouble of the team and go solo – even with the largest of tasks.
- I won’t be a strong contributor – Being on a team can be stressful. Even highly skilled employees might avoid a team, if they fear they will be made to feel less competent. The entire process can be a jolt to the ego of team members if they are not properly prepared. Experiences such as having their ideas challenged in an open forum, can be difficult for some to process.
Paths to Mitigate the Inherent Weaknesses of a Team
J. Richard Hackman’s, A Normative Model of Work Team Effectiveness (1983), highlights some of the basic elements that should be considered when forming a team. The specific skill levels of team members, size of the team, team autonomy and performance feedback, are all key to outcome attainment.
The Right Mix of Talent is Required
Haphazardly designed teams, which pop up in organizations today, often meet with failure because these components are not be considered carefully. As discussed recently in Forbes, you can actually do more harm than good (and even risk your top talent), if those assigned to a team are not the right mix to fuel progress. Choosing team members so the synergy of the group is maximized is critical. Assembling a group without adequate consideration as to member skills and personalities, is ill-advised.
Closely Monitor Team Growth
It is also necessary to keep a close eye on the growth of a team – as members tend to be added over time. This uncensored growth can be counter-productive. For example, when innovation is a key goal of the team process, the group may need to be quite small. Above all, when teams grow too large, they can start to mirror the same problems in the larger organization, such as lack of progress and a failure to meet milestones.
Team Success Requires a Leader
The role of team leader has a very unique and critical function. A leader can bring together tasks and help the group gain perspective, as larger tasks are often broken down and assigned to various team members. As described by Dr. Steve Kozlowski, a leading researcher on teams at Michigan State University, “When you break up a task into discrete elements – such as assigning students to look at the specific decade in history, the synergy that occurs between the time periods can be lost. ” Leaders not only lend this perspective, but they also help modify team goals over time and offer feedback concerning task and goal attainment – essential components of the team process.
An effective team requires careful planning and adequate training for its members to reap the many benefits of the process. When contemplating a team approach, be sure to consider all of the elements that will contribute to success.
Dr. Marla Gottschalk is a Workplace Psychologist. You can find her on Twitter and Linkedin.
