Have you ever worked on an incredibly dysfunctional team?
Chances are good that you have.
The author of this Harvard Business Review article suggested that 75% of cross-functional teams are dysfunctional, and this study found that nearly 68% of the participants admitted to being part of a dysfunctional team.
Dysfunctional teams are hard to avoid, but we must learn how to turn them around.
In this article, I want to share a few thoughts on turning a dysfunctional team into a functional one by making subtle shifts.
Dealing with Dysfunction
Before discussing ways to deal with dysfunctional teams, we need to understand them and the problems they create.
The root causes of dysfunction in teams are varied, but there are several common culprits:
- Lack of Clear Goals and Roles: When team goals and individual roles are unclear, confusion and conflict can arise, leading to inefficiency and frustration among team members.
- Poor Communication: Ineffective communication leads to misunderstandings, misinformation, and an inability to coordinate efforts effectively. This includes verbal and written communication, non-verbal cues, and listening skills.
- Lack of Trust: Trust is foundational to team effectiveness. A lack of trust can stem from inconsistent behaviors, lack of transparency, and a failure to share important information, which can severely impact collaboration and team members’ willingness to work together.
- Leadership Issues: Ineffective leadership can manifest as a lack of direction, inability to motivate, or failure to address conflicts and issues as they arise. Leaders who do not effectively manage team dynamics or play favorites can exacerbate dysfunction.
- Resistance to Change: Teams that are not open to change or do not adapt well to new circumstances can experience dysfunction when faced with evolving demands or environments.
- Personality Conflicts: Differing personalities and work styles can lead to conflicts if not managed properly. They can escalate into personal conflicts that hinder team cohesion without mechanisms to handle these differences.
- Inadequate Resources: A lack of necessary resources, whether time, tools, or personnel, can strain team dynamics and limit the team’s ability to perform effectively.
All of these significantly hinder an organization’s performance and make it challenging for everyone to find motivation and satisfaction in their work.
The common culprits create a lot of conflicts, lead to bad decisions, and generate low employee morale.
Thankfully, they all can be dealt with if we look through the lens of subtle shifts.
Subtle Shifts for Team Transformation
Turning around a dysfunctional team doesn’t happen overnight. It takes time, patience, and a steady stream of effort on the part of leaders.
It isn’t for the faint of heart, and it isn’t for the bull in a china shop.
It requires something in between.
When leaders inherit a dysfunctional team, they often try to change it quickly by reorganizing or removing people from the equation. While this seismic shift can work, it usually fails and causes a whole host of problems.
Several years ago, I advised a client named Chris (not his real name) after he acted like a bull in a china shop. Chris was appointed to a new leadership position and told that the team was dysfunctional and underperforming.
Within days, Chris sprung into action.
He mapped out plans to reorganize and took steps to dismiss key team members without the support of his boss or HR. He had conversations with all of the team members, explained that there was a new sheriff in town, and accidentally said a few things that made others feel threatened.
His actions landed him a slap on the wrist, but even worse…pushed the team into more significant dysfunction.
Several months later, I was asked to work with Chris because things hadn’t improved. After hearing the whole story and speaking to several team members, I suggested he take a more subtle approach. We identified several subtle shifts he could make in a few key areas, and within six months, the team—and Chris’s leadership effectiveness—was significantly better.
Here are the subtle shifts we implemented:
- Gradual Role Adjustments: Chris introduced minor role adjustments to help team members transition smoothly into new responsibilities. This approach minimized resistance and confusion, allowing members to adapt and understand their new roles without feeling overwhelmed.
- Enhanced Transparency in Decision-Making: Chris shifted towards a more transparent decision-making process. He involved the team in critical decisions, setting up regular strategy meetings where all members were encouraged to share their opinions and ideas. This not only helped in making more informed decisions but also made the team feel valued and involved.
- Recognition and Encouragement: Chris started regularly highlighting and rewarding the efforts and achievements of team members by making small statements of appreciation. This positive reinforcement helped boost morale and motivated the team, showing them that their hard work was being acknowledged and appreciated.
- Building a Feedback Culture: Chris took small steps to provide ongoing feedback to his team. He kept his feedback clear and concise and tried to balance positive and constructive comments with each team member. This fostered an environment of continuous growth and helped him build a reputation as a supportive and helpful leader.
- Fostering Team Bonding: Chris introduced quick, regular team-building activities into meetings, incorporating collaboration and problem-solving elements. He carved out small meeting time blocks to foster dialog and relationship building. These activities should strengthen relationships and improve trust among team members.
How to Get Started Today
If your team feels stuck in dysfunction, it’s time to act now and steer towards a healthier, more productive work environment.
Start by taking advantage of the guidance offered in my Subtle Shifts Coaching Program. This program is not just a generic leadership course; it’s a bespoke and comprehensive program based on years of firsthand experience and success in turning around troubled teams.
Join hundreds of leaders who have reshaped their leadership and teams by learning to implement nuanced changes that significantly impact them. From fostering better communication to enhancing team cohesion, the program offers practical, actionable strategies you can apply today.
If you’re just beginning to explore how to address team dysfunction, I encourage you to take this simple challenge: For the next 30 days, focus on one subtle shift that could improve your team’s dynamic. Whether it’s improving how you give feedback or how you manage meetings, make this change consistent and observe the impact on your team’s atmosphere and output.
Document your progress and share your experiences with me—let’s celebrate your steps towards effective leadership together!
Remember, transforming a team doesn’t happen overnight, but with persistent effort and subtle strategies, you can turn a dysfunctional group into a high-performing team.
Do not remain hidden in the shadow of team challenges.
Reach out today to discuss how subtle shifts can help you.
Good luck, and I look forward to hearing about your success.
See you next time!
