The major mistakes in workgroups
How many times have you felt threatened by your own team? Are you afraid to comment on something for fear of making mistakes and being judged? These and other questions are arising within the disunited team and pose malfunctions that lead to business failure.
Patrick Lencioni, who is a consultant specializing in the optimization of working together, says that working group has five natural obstacles: the disastrous lack of trust between team members, their fear of conflict on various matters, each individual’s lack of commitment, the avoidance of accountability and, finally, lack of focus on results.
These errors are exposed in his book The Five Dysfunctions of a Team. To accompany the leader in the arduous task of raising awareness to your team, the author describes a series of activities that allow teams to cohere and walk towards the same direction.
The first dysfunction occurs when team members are not willing to open up to others to accept mistakes and weaknesses, pillars on which they based trust. When they have the assurance that their vulnerabilities will not be used against them, the result is that they can completely focus their energy and attention on the job and stop acting dishonestly by strategy or trying to maintain their share of power, Lencioni says.
Fleeing of or evading conflict not only happens in relationships, even in situations of work. While discussing is not always bad, Patrick states that teams that go through a productive conflict know that their sole purpose is to produce the best possible solution in the shortest space of time.
As a third dysfunction, the lack of commitment decreases the performance of the team and this is achieved only when making a decision with no clarity and acceptance. The expert explains that when everyone’s opinions about a particular situation are genuinely considered, the provision will lead to support the final decision.
Each members’ avoiding responsibility is the fourth error within small groups. Patrick says that responsibility is the willingness of its members, that is accountable to their peers both in terms of performance and and in everyone’s behaviors that can hurt the team.
But the major dysfunction of a team, explains the author, is the tendency of members to deal with anything other than the collective goals of the team. A team that has member each with a different goal to achieve should not be called a team. Everyone must have the right mindset to achieve the collective goal or to complete the task given.