How to overcome 7 common team challenges

The core dynamics of teams have been tested over the past couple of years with aspects such as lockdowns, remote and hybrid working. As businesses ramp back up, the priority has understandably been on customers, sales, and production levels; but now it is time to turn the focus inwards.

In some cases, physical isolation has led to individuals thinking that they ‘are better off doing it themselves’, but history suggests otherwise. Scientific discoveries, advances in technology and rescue missions are just some of the outputs of exceptional team work.

Why is team work so important?

Teams are comprised of a sum of individuals with different perspectives and personalities, so it is no wonder that from time to time we question if it would just be easier to do the job ourselves. The following highlights some of the well documented benefits.

Teamwork:

• drives innovation and stronger business results;
• fosters collaboration and creativity;
• creates a safe environment for risk taking;
• enhances the depth and breadth of the learning environment;
• shares the stress load and improves psychological wellbeing;
• provides a superior customer experience when silos are removed; and
• boosts morale and motivation

How to overcome 7 common team challenges

1.A lack of purpose

Challenge:

A work team that has an unclear or unknown purpose

Tips:

• re-evaluate the ‘why’ behind the team;
• outline clear objectives for the team and revisit quarterly;
• establish criteria to determine what success looks like; and
• source input from team members on how they would like the team dynamic to operate.

2. A homogenous team

Challenge:

A work team comprised of people from the same ‘category’ e.g., experience, gender, culture, background or even level of education often fail to bring the diversity of thought required to challenge perspectives and find innovative solutions to old problems.

Tips:

• assess each group to ensure that there is enough diversity to bring new perspectives;
• consider who is not currently in the team – but should be;
• at minimum strive to achieve a gender balance; and
• seek input from the existing team on who they believe is missing from the group.

3. Teams that are too large

Challenge:

Sometimes, in the attempt to be inclusive; some working teams creep into unworkable numbers making decisions and harmony unachievable.

Tips:

• don’t just roll team participants over from one year to the next. Team structure needs to be re-evaluated to determine if they are still the best fit;
• consider where there might be a ‘double up’ of participants from one area;
• reflect on the role of each participant and what they can contribute to the goals; and
• be prepared to ‘freshen up’ the team participants to achieve the right balance.

4. Operating in silos

Challenge:

Participants may technically be part of the same team, but sometimes there are hidden agendas and a desire to operate in isolation to other team members.

Tips:

• address the elephant in the room;
• focus on shared goals and the common interest to succeed;
• involve guilty parties in cross functional meetings to be part of something bigger;
• remove individual KPIs and make success reliant upon collaboration; and
• where large scale silos exist, consider bringing in an external facilitator to break down the issues.

5. Team members are too scared to ‘speak up’

Challenge:

It is common for participants to avoid ‘speaking up’, particularly if their view is different or controversial.

Harvard Professor and leading researcher in team dynamics; Richard Hackman, believes that opposing views in teams are valuable. Hackman has identified that every team needs a ‘deviant’ who can help the team by challenging the tendency to want too much homogeneity at the expense of creativity and learning.

Tips:

• create a psychologically safe team environment where differences of opinions are welcomed;
• train leaders of work teams to ask open questions to invite these differences such as

  • “Can someone share with me an alternate perspective?”;

  • “I’m interested in hearing from someone here today that perhaps does not agree with the consensus, as I feel we may learn about something we have overlooked”;

  • “I’m hopeful that someone will challenge my thinking on this so that we can land on the right outcome”; and

  • “I can see that most of the team agrees but help me to understand what perspectives we are missing?”.

6. A lack of trust

Challenge:

Trust is imperative to team success, but in some cases, participants become sceptical of the intent and agenda of fellow team members. This erodes at the team’s ability to work harmoniously towards an agreed goal.

Tips:

• provide an opportunity when teams are formed for goals to be shared;
• embrace transparency but encourage team documents to be centrally shared and regular individual updates to be captured;
• gauge whether you are dealing with a trust or communication issue; and
• generate some team building activities to bring down barriers and to better understand the person behind the position.

7. Conflict

Challenge:

Conflict is an issue that impacts many team constructs. When the conflict is ‘healthy’ it can generate interesting discussions and push for new outcomes. However, when it is ‘unhealthy’, it can trigger unpleasant outcomes for participants.

Tips:

• explore training for participants in the art of sharing alternative views;
• rather than just saying, “you’re wrong!”, coach them to use language such as, “That is an interesting idea. Can you walk us through why you feel it could be the right solution?”;
• set up some agreements in the team for navigating differences of opinion;
• empower the team leader to stop discussions that are derailing the bests interests of the group; and
• keep focused on the common goal and remind the group that different opinions may just bring the right outcome.

Team building is worth the investment

If you a veteran to the team building arena, no doubt you have done your fair share of paint ball, bowling and trust catching exercises. While some of these undoubtedly hit the mark, for others they are a forced event that just adds frustration.

The task for employers is to hit the ‘sweet spot’ where team members feel like they have a choice. Ultimately, the goal is to find commonality, build trust and learn that there is a person behind the position. It is important to remember that successful teams have challenges too; they just are more equipped at overcoming the obstacles.

Further information

Ai Group offers a range of training programs designed to equip leaders with the tools to lead effectively. Participants will be asked to reflect on their own behaviours, and in doing so, establish a level of self-awareness needed to be successful in any managerial capacity.

For assistance with your workplace matters, Members of Ai Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.

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