What is team dynamics? And how does it affect your team?
There are so many examples of how teams have worked together to achieve amazing things. Think Apollo 11, Apollo 13, the Lego revival. Think Wikipedia, the Jamaican Bobsleigh team. These are just a few. We could dedicate pages saluting remarkable teams throughout history and the lessons we have taken from how they worked. But successful teams are not just the preserve of the high-profile.
There are countless equally brilliant examples of teamwork happening every day around the world. In offices, on projects, in hospitals, schools, manufacturers. Great teams working to make things happen.
In business we talk a lot about high-performing teams, but what actually makes a team high-performing? Is there a recipe for success or is it down to good fortune and luck?
Ultimately, the purpose of a team is to work together to reach a shared goal; whether it’s to complete a project, to deliver a service, or to bring about organisational change, the team works best when everybody is committed to achieving that shared goal. A well-functioning team often goes above and beyond their individual responsibilities and they work as one.
In contrast, the poorly functioning team can be detrimental, leading to increased conflict, low productivity, misunderstanding, and dysfunction. There are plenty of factors that contribute to a poor functioning team, but thankfully also plenty that don’t.
And there are plenty of myths around about what makes a good team, e.g. the hero leader, or the team members who have just the right chemistry. In reality, the successful team comes together in a much more planned and structured way. Of course, leadership is important, but it’s only one part of the recipe to build a team that works.
According to Harvard Business School (HBS), we are operating in a ‘VUCA world’ – that is, a world of Volatility, Uncertainty, a world that is Complex, and Ambiguous. Such an unpredictable world requires teams to be built in a certain way. HBS cites the 4 characteristics of an effective team as dynamic teaming, being psychologically safe, diversity, and inclusivity.
Similarly, the Chartered Institute of Personnel and Development says the focus when building a high-performing team should be on team dynamics, team cohesion, shared thinking, information sharing, team reflection, and well-planned interventions.
Effective communications, team dynamics, strong leadership, diversity, and shared values. Despite the slight differences one recipe might have to another, ultimately the ingredients to build a high-performing team place the same focus on the people at the heart of that team; how colleagues work together, and how they are nurtured and developed.
Perhaps you’re reading this and nodding along because it all makes sense to you. One ingredient may stand out as a little ambiguous though - Team Dynamics.
Team Dynamics describes the behavioural and psychological factors that affect how people work together.
It matters because poor team dynamics can have a negative impact on a team. This can manifest as the team experiencing frequent, unmanaged conflict, or having members whose participation is unequal. It can show in weak communications and members not feeling safe to speak up and challenge others, or it could be in performance issues, low morale and reduced productivity.
On the contrary, strong team dynamics can contribute enormously to teams being high performing, with increased productivity, reduced conflict or at least conflict that can be resolved constructively, higher morale and greater wellbeing, and a team that is aligned towards achieving the shared vision.
Accessible and open communication, where everyone is included, listened to, and valued. Leaders should foster a culture of openness and transparency and create space for honest and supportive reflection, with a focus on ensuring that teams feel psychologically safe at work.
Clear roles and responsibilities mean there is no room for confusion, and colleagues can concentrate on bringing their unique skills and talents together to make the team work.
Ways to address and resolve conflict are crucial. Disagreements are a normal part of life, and it’s no different at work. But it’s how we resolve these conflicts that matters, and this should be in a way that de-escalates tensions and brings about a resolution. If teams see this in action, they will be more likely to raise concerns in a constructive way and work together to problem solve.
An ethos of nurturing and developing is key, with leaders supporting colleagues with their individual development but also continually working to build the team and maintain cohesion. Leaders should encourage a diverse and inclusive approach, where different skills, talents, backgrounds and life experiences are not just valued but are a crucial part of how the team works together.
And using the right tools and software helps with communication and work planning, particularly for hybrid teams working in different locations. Team Today supports hybrid team dynamics by providing a means to connect colleagues, giving them visibility of staff whereabout across the organisation and providing a central work planner to coordinate activities at a team level and an organisational level.
You may be doing a lot of the above already, but if you’re wondering how you can go about improving your team dynamics, here are some practical things to get you started, and as always, the online world is a valuable resource. Simple steps you could implement now include arranging team-building time, inviting feedback from the team about how they feel and what they think could be changed, and scheduling catch up time, which doesn’t have to be long or formal, for your team to come together each day. You could also audit your communication systems to make sure your tools are working for you and remember if you need to stop asking 'who is in today?' then check out our team whereabouts planner here.
For more insights and articles about work and hybrid working from Team Today, visit our blog here.