I know that statement probably flies in the face of your experience – mine, too. At the same time, in retrospect, I’m usually able to see if a team fails to collaborate effectively, there’s usually a good reason. Common ones include:
- Lack of a clear goal.
- Lack of shared understanding of strategy.
- Lack of a common work process.
- Lack skills for the needed work.
- Right skills but wrong “seats” (roles).
- Real or perceived action constraints.
- Competition among team members.
- Insufficient lead time.
- Low morale. (many possible causes)
- Unaddressed conflict or personnel issue.
In short, “team performance” problems are often symptoms of leadership and management gaps.
Even if there is a toxic employee or a conflict between employees, resolving those issues is a team leader responsibility.
So how to begin getting an under-performing team back on track?
- Take stock
- What are your team members’ individual and collective strengths?
- What’s getting in their way?
- Are they clear on the goal? how the goal fits into a bigger strategy? the process and workflow for achieving the goal?
- What has kept you from addressing any barriers?
- What is your own belief about their capabilities?
- Share your assessment with the team.
Validating your assessment with the team is key as there are likely additional factors not obvious to you. Transparency also builds trust. - Share your plan for getting back on track.
In our increasingly uncertain times, any foresight we can give our teams about what to expect, when to expect it, and why things are happening goes a long way to decrease team member anxiety, freeing up energy they can apply to the work at hand. - Check in regularly.
Question: What’s been the most common barrier to collaboration in your experience?
