What are the most common reasons for team failure?

WRONG JARGON Often, many people quote :" There's no 'I' in a team!". I found this quote is fundamentally wrong. Why? A belief that every team member should put "I" aside towards team goals and objectives. As a matter of fact, team is consist of every "I" from the members. "I" means individual and personal value, purpose, vision which should be aligned with the team ones. Otherwise, we don't establish team. It just some peoples working in a group. Pay serious attention on each "I" in a team, and put effort to align to get strong resultants.

In my experience, looking beyond the organization’s financials or customer experience goals and instead focusing on values and mission is key. We need to identify those intersection points where team activities and organizational goals meet. ? Managers can leverage 1-on-1s. Show how a colleague’s personal performance helps meet their personal goals. Then connect their performance to the team’s, department, and finally the organization. ? As a team, list out your tasks or KPIs. Whiteboard them for a visual and align each of them to one of your organization’s values. Revisit periodically. Getting clarity on a shared purpose requires conscious, continual effort-individually and as a team. Most people don’t want to fail or let the team down.

Para mi, entre las razones más importantes, están, entre otras, la falta de un propósito específico, con horizonte de tiempo. rol y contribución esperada de cada uno, la falta de confianza entre los miembros del equipo y los egos (el querer sobresalir por sobre otros).

A lot of talking can happen, but that is not synonymous with communication. Everyone has different communication styles and preferences, meaning that an effective supervisor/team leader has be to inclusive of their team and develop communication standards that work well for their team.

I have come to realise over the years that culture has a lot to do with communication. In some offices bosses & supervisors are on first name basis with subordinates, in others, sir/Madam should be a suffix to every communication or it would be found condescending. In situations of the latter, how can one be free to contribute or even be considered in decision making? Freedom of expression and access to information are key in communications for team success. If I could briefly dilate on access to information , it could be found in some workplaces that information is not circulated amongst all team members; only ‘privileged’ few who might perhaps be dancing to the tune of the supervisor or are the favorites, have access to information.

El equipo falla cuando no saben cuál es su objetivo, qué se espera de ellos y cómo ellos impactan a la organización. Sin una comunicación clara y precisa todo se cae

LESSON FROM FOOTBALL A group of people with clear, concise, sharp job demarcation from one to another is good start, but not enough. It's interesting to learn from football. As for the 11 players on the pitch, they can be broadly divided into four roles – goalkeeper, defenders, midfielders and striker. The latter three – defenders, midfielders and striker , can be further divided into multiple positions. There's no rigid borderline, although each role has its own purpose and objective. Rigidity is a latent source of team failure.

IT'S ABOUT UNDERSTAND EACH OTHER Diversity is about recognize and respect differences. It can be a paradox if we refer to common objectives, goals, team values. Diversity is reality. Respect and accept the differences and innthe same time strive for common ground /shared values /similar attributes will strengthen the team ability to achieve goals.

What to do when one specific person in the team keeps creating a toxic environment despite all efforts? Addressing conflicts when one party is uncooperative is difficult and requires a strategic approach. You could start by facilitating a private conversation to understand their perspective and concerns. If they remain unresponsive, you could involve a neutral third party, such as a mediator or HR professional, as long as they are willing to support. When involving the mediator, remain objective and communicate the impact of the conflict on team dynamics, overall productivity and well-being. If necessary, escalate the issue within the organization's hierarchy for further intervention. In such cases support from senior managers is essential.

Ego é um grande problema. Reforce com o time que um time pensa melhor do que o indivíduo sozinho. Isso pode ser refor?ado através de trabalhos realizados em times e no qual todos ganham se conseguirem colaborador.

WIN-WIN IS POSSIBLE Responding to conflict needs creative thinking to determine win - win solution. Creativity needs both parties participation on brainstorming and exploring the new-out the box solution for everyone's worth. Win-loss or loss-win approach will bring inequality of acceptance. Compromising is partial-loss instead of partial-win. So, start with commonality instead of differences. TEAM is about Together Everyone Achieves More.

LEADERSHIP IS A MUST A leader is someone who is in charge of a team. A leader has the ability to influence others and guide your team in a shared strategy. A leader also responsible for building and maintaining team members morale, helping them reach their full potential and inspiring sinergy. Team failure often caused by poor leadership.

Harmonia artificial - quem olha por fora acha que está tudo bem e que as pessoas se relacionam bem, mas no dia a dia as pessoas n?o se ajudam e falam mal e criticam os trabalhos umas das outras. é preciso trabalhar as rela??es de confian?a e transparência.