4 Team Dynamics Mistakes to Avoid
Many teams struggle with communication, leading to misunderstandings, confusion, and reduced performance. In fact, many teams even struggle to identify the issue as communication, trust, or team dynamics and instead try to solve a relational issue with a functional process. This is unfortunately more prevalent than you think.
We understand how frustrating it can be to feel like your team isn't on the same page. As experts in team dynamics and emotional intelligence, and leaders ourselves with decades of collective experience, we've helped numerous teams improve their communication and boost their performance.
The Cost/Benefit of Healthy Team Dynamics
Research has shown that both team dynamics and emotional intelligence can have a significant impact on revenue growth. A study by the University of Pennsylvania found that teams with high levels of social cohesion (a measure of team dynamics) had a 38% increase in sales, and a study by the American Management Association found that companies with high levels of emotional intelligence had a median annual revenue growth rate that was nearly four times higher than that of companies with low emotional intelligence.
The inverse of that data is also true. Poor team dynamics and communication can lead to decreased productivity, misalignment on goals, and strained relationships among team members. It can be especially challenging for teams that include remote members, who may feel left out or disconnected.
But it doesn't have to be this way. By using emotional intelligence, teams can overcome common communication mistakes and create a more positive, cohesive team dynamic. Here are four common negative aspects of team dynamics you want to avoid and some simple steps you can take forward:
4 Team Dynamic Mistakes to Avoid
1. Not setting clear expectations
Without clear expectations, team members may be unsure of their roles and responsibilities, leading to confusion and miscommunication. You may not be surprised to hear that what many team member's may have on their job descriptions doesn't reflect their day to day work. Others may have the job description that was used when they were hired but hasn't been updated over time as their work as evolved. Or worse yet, some team members don't even have a job description. Not having clarity about what is expected, what success or failure looks like, what one is responsible for leads to mismatched expectations and experiences for managers and teammates alike. To fix this, use empathy to understand the perspective of team members and take time to update job descriptions, communicate clear expectations, and hold quarterly reviews with your team.2. Failing to listen actively
We are all busy, perhaps borderline frantic, and inundated with email, Slack, text messages, and other communication platforms. The average attention span is 8.25 seconds now -- not a number reflective of our listening skills. Active listening involves not just hearing what someone is saying, but also fully engaging with the conversation and showing that you are paying attention. Teams that don't practice active listening may miss important information or misunderstand each other. However, individuals on the receiving end of active listening feel considered, valued, and respected. Simple steps to take to get started here are closing your laptop, email, notifications, and other distractions when you are meeting with someone, especially 1:1. Personally, at my best, I set a ratio of asking at least 5 questions before I offer a statement to make sure I understand where the person is coming from.
3. Not seeking feedback
This is a personal pet peeve of mine. Think about some of the best people you've ever worked with; I imagine they were curious and sought out constructive feedback. One of my favorite character traits in colleagues and friends is continuous improvement - they're always learning and growing. Now think of some of the worst people you've ever worked with; did they just continue with something because 'that's the way they've always done it' or were they careless about their impact on other people? Without feedback, it's difficult - maybe even impossible - for teams to know how they are doing and where they need to improve. To fix this, use self-awareness to understand the importance of feedback and seek it out from team members.4. Not addressing conflicts
Unresolved conflicts can fester and undermine team cohesion. The truth is, the absence of conflict is evidence of a lack of trust. If you trust a person, you are more willing to have a hard conversation. Whether it looks like grudges and resentment or passive optimism that is convinced everything is fine, not addressing conflict is self-sabotage to a team. To fix this, use social awareness to recognize the signs of conflict and use conflict resolution skills to work with team members to find a resolution. We've found an objective, third party can be very helpful in navigating hard conversations.
If you don't take action to improve your team's communication, you risk decreased productivity, misalignment on goals, and strained relationships among team members. On the other hand, taking consistent steps to cultivate your team's dynamics will improve not only the collective experience but performance.
We can help you avoid these mistakes and grow your team dynamics. Let's get started today!
