Your team – Dynamite or damp squibs?
Teams have always been key in the workplace – over the last few years, it’s become accepted as such. As organisations have become more complex there is a greater need for diversity in the workforce, from thinking to skills, a variety of strengths and the value of different perspectives.
With the benefits comes the challenge of dealing with team dynamics.
What are team dynamics?
According to Culture Monkey, “At its core, team dynamics refer to the intricate patterns of communication, cooperation, and collaboration that transpire within a team. It is the lifeblood of an organization, intricately woven into every facet of its existence, from innovation to productivity, from employee satisfaction to overall success (https://www.culturemonkey.io/employee-engagement/team-dynamics/).
Each team member is unique, and it is not surprising that if not managed properly, the differences can literally turn into dynamite and explode or lead to disengagement and loss of energy, effectively the team fizzling out like a damp squib.
Managers often treat their teams as a homogenous group. Well, aren’t all accountants the same, all marketers, all IT staff? What one will like they all will like. NO!!! It is true that certain job functions appeal to similar personality types, but within each type there are many variations and counter types.
Take an average team of 8 people and ask them what they like and what they want so you can put a standard reward programme in place, and you will get a variety of answers. Some want gifts, some want money, some want time off. Some want ‘get togethers’ and others hate the idea of mixing with their colleagues out of work.
The preferences of each team member can have a serious impact on how they feel about each other and how they interact. We find this more often when there are a couple of strong team members whose voices get heard the most, or where there is a power dynamic at play and the most senior or powerful figure’s voice is given preference. Those quieter members of the team who are not as confident to speak will sit back and appear to agree, but in fact they are withdrawing from the situation.
What decisions are you or your team making based on a perception of agreement or unity, which are in fact signs of quiet quitting.
We encourage you to welcome some dynamite in your team. Where there is disagreement openly, there is energy and passion. In new teams we would put it under the team stage of storming, where people are looking to find their place in the team. It is a positive sign of energy and if well managed can bring very positive learning and growth to the team.
We talk a lot about creating psychological and social safety in teams and this is the first step. The next step is critical to team success. It is creating safety in handling conflict. Strong healthy teams see conflict as opportunities to learn, to see new perspectives and to challenge existing thinking. Instead of fearing it, they trust in the maturity of their team to view it as a natural part of diversity and inclusion. If there were no people willing to challenge the status quo, then there would be no evolution or change.
Conflict, well managed, brings continuous performance improvement, greater trust and teamwork. It feeds the team energy and motivation. Great teams are not born, they are built on great communication, understanding and commitment to each other and the organisation.
Do you know what your Team and Workplace Dynamics are?
Let us help you get the picture and light the fire in your team with TAWDI = Team and Workplace Dynamics Inventory. Get in touch if you’d like to explore and maximize your team dynamics!