Team Dynamics

team meeting 2
Regardless of whether you are a corporate executive or a stay at home mom, at some point you will find yourself working within a team. It could be part of your daily work life or a singular project at your children’s school. There are certain team dynamics that you can incorporate to help your group be more successful.

In the book Smarter Faster Better, Charles Duhigg discusses the attributes that drive team success. According to Duhigg, it’s not about having the smartest people or hardest workers, it’s the ability to provide an environment where everyone is encouraged to speak. Social sensitivity is very important as it helps to create the safety for team members to open up and share their thoughts. It helps the group to tune into the minds of each member and also can allow people to anticipate how others will react.

The leader of the team has the responsibility for fostering team dynamics. It is important for the team leader to protect people’s distinct voices while helping the group work together. When someone introduces an opposing point of view, it must be validated by the team leader. If an idea is considered wrong or misguided, the leader needs to be mindful of not dismissing it, as once you do, you not only alienate the member providing the idea, you make speaking out less safe in the eyes of the other members. This can have a negative impact on the interaction that follows.

The team leader should take on the role of facilitator. The facilitator isn’t meant to monopolize the discussion. As a facilitator, if you have an idea of what you are looking for, or you have some of the answers, instead of giving those thoughts to the group directly, try to drive the discussion toward those points and allow the group to reach the conclusions. This is a way for the group to feel as if they have driven the outcome. Once this is accomplished, all members take ownership. Ownership drives empowerment. As members speak up, it’s the facilitator’s job to help clarify and distill the ideas. Once the facilitator restates the idea in clear terms, the next step is to open it up to group discussion. The group discussion should be centered on the choice to adopt or not adopt the idea set forth.

Managing the outspoken team member: In teams there are typically one or two members that do most of the talking. These are often the most prolific members of the group so you don’t want to cut them off; however, it’s important to not let them overshadow others or prevent the less outspoken people from participating. If this starts to become an issue, the leader should solicit input directly from the quieter people in the group. An example might be, after the outspoken member states his idea, the leader could go to one of the quieter people to ask for their thoughts on the idea. Remember it’s about being inclusive and making everyone feel valued.

Each person on the team should have a specific role and area of responsibility. This should be based on their area of expertise and the unique talents they bring to the group. The role gives them a sense of identity and purpose within the group. It also can help provide a clear path for what they need to do.

Set a goal for the outcome of each team discussion. Keeping people focused in a group setting can be a challenge. It’s the leader’s responsibility to be sure the team stays on task. The most effective way to do this is to state the objective of the session up front and provide specifics for what should be accomplished during the session. When the group veers off course, the leader should direct them back. Any sidebar conversations can be handled away from the group.

Set time limits. Allowing team discussions to continue indefinitely becomes very unproductive. Teams have a way of using all the time they have. Think back to group projects in school. If the teacher gave you three weeks to complete your project, it would inevitably take the group three weeks to get it done and there was probably a big push on the final day before it was due. If the teacher gave you a week for the same project, your team would find a way to get it done. It’s no different with adult team projects. Set a time limit for each interaction and state a time frame for project completion. Stick to it.

Team dynamics are incredibly important to productivity. People thrive when they feel valued. Teams thrive when everyone speaks up and actively participates. Great team leaders understand this and provide a safe and open environment that fosters equality and sensitivity. Set clear parameters, listen to the people in your group, and empower them to drive great ideas.