Contrast ineffective teams with high-performing ones to unlock your organization's potential.
Dysfunctional vs. High-Performance Teams
From When Goliaths Clash by Howard M. Guttman
Dysfunctional Teams
Members act as though they are grouped together for administrative purposes only. Individuals work independently, sometimes at odds with others.
Members tend to focus on themselves because they have not been sufficiently involved in planning the team’s objectives. They approach their job simply as "hired hands."
Members are told what to do rather than being asked for the best approach. Suggestions are not encouraged.
Members distrust the motives of colleagues because they do not understand their roles. Expressions of opinion or disagreement are considered divisive or non-supportive.
Members are so cautious about what they say that real understanding is not possible. People play games and set traps to catch the unwary.
Members may receive good training but are limited in applying it to the job by the leader or other team members.
Members find themselves in conflict situations that they do not know how to resolve. The team leader may put off intervening, causing serious damage.
High-Performance Teams
Members recognize their interdependence and understand that both personal and team goals are best accomplished through mutual support. Time is not wasted struggling over “turf” or seeking personal gain at others’ expense.
Members feel a sense of ownership for their job and team because they are committed to goals they helped establish.
Members contribute to the organization’s success by applying their unique talent and knowledge to team objectives.
Members work in a climate of trust and are encouraged to openly express ideas, opinions, disagreements, and feelings. Questions are welcomed.
Members practice open and honest communication. They make an effort to understand each other’s points of view.
Members are encouraged to develop skills and apply what they learn to the job. They receive the support of the team.
Members recognize that conflict is a normal aspect of human interaction. They view it as an opportunity for new ideas and creativity. They work to resolve conflict quickly and constructively.
Members participate in decisions affecting the team. The team leader makes unilateral decisions infrequently and always with explanation. Positive results, not conformity, are the goal.
Summary Comparison:
Dysfunctional Teams prioritize conformity, foster distrust, avoid collaboration, and lack a sense of ownership.
High-Performance Teams encourage trust, promote open communication, share decision-making, and resolve conflicts constructively, driving better results.