Your team is struggling to work together. What are you doing to help them?

Address the problem clearly and directly. Make it clear that this is your priority. Team engagement and trust are essential, and come before results and targets, since one is the consequence of the other. The important thing is not to name the guilty ones, but to figure out what circumstances are causing this difficulty. Remember that you are part of the team too, so you may not be favouring a harmonious and safe environment. Self-criticise.

Some times it doesn't help! Surveys/assessments assume you will meet with the source of truth. May not be! Below tools are under-rated to understand the root cause - Observation - Body Language - Team Dynamics - Hierarchy - Personal agenda

Foster open communication. Open communication is essential for building trust and collaboration. Encourage your team members to share their ideas and feedback, and to listen to the ideas of others. Ask questions like, "What can I do to help ensure you are thriving here?

Allow a safe and unrestricted moment for the team to give feedback. Conduct internal climate research, alignment of expectations (personal and professional) and an Individual Development Plan. Team problems are hardly ever caused by isolated events or specific people, there is always a larger circumstance. Listen and work together.

Communication is key to everything and understanding each other’s style is crucial to build genuine curiosity in each other perspectives. I would suggest doing some team diagnostics and activities to help understand everyone’s style so the message isn’t buried in the delivery. That way you open up the conversation by creating an environment that trusts the intention of the person and bolsters the behaviour of seeking to understand. This will reduce miscommunication and encourage healthy debate and alignment.

Developing the plan together with the team is important, but having metrics and definitions are essential. Only in this way is it possible to measure and identify if we are straying from our purpose. Monitor closely, but don't micromanage. It's important to delegate and give autonomy to increase the team's confidence. Show that you trust your team and that they are capable of regaining synergy and engagement.

Look to create a team charter of agreed priorities, milestones and ways to engage and challenge. Rather than directing this, give the team tisse and space to come to agreement together so that when the potential conflict arises you can refer them back to the charter and what they designed and agreed on as a team. All achievements are made as a team, even if not everyone was working on the initiative, they supported through prioritising team resources over their initiative. Don’t be afraid to progressively update and adjust the charter as a team too as priorities and goals shift and are achieved.

Giving feedback isn't just about being honest with the person you lead. It has to be done in a constructive and thought-provoking way that motivates them to continue. It's common to talk more about points for improvement, but in this way we may be holding the team back, generating fear of making mistakes and receiving negative feedback.

Don't let your team become withdrawn and conservative. It's the end of them both as people and as a team. Propose methods of collaborative ideation and interaction. Favour diverse opinions and then unite arguments. Present the restrictions and limits to daring and let creativity do its thing. Understanding the whole makes it easier to be creative and daring. Remember that making mistakes is not shameful or an indication of incompetence. Seeing mistakes only as answers to questions is essential. Don't let them personalise the mistake.

Get practical here. It’s not enough to enable creativity and encourage them to do it- demonstrate it through holding think tanks, solution ideation and forums where you are the guide on the side. Be the example they need to see to get them confident to book in the time and space to do it for themselves. This is the key to truely building creative thinking and ability.

Beyond fostering teamwork through exercises, consider incorporating engaging team-building activities like online escape rooms or virtual quests. These interactive experiences gamify collaboration, forcing teams to think creatively, communicate effectively, and leverage diverse skillsets to solve puzzles and escape together. Plus, they're a blast and can boost morale.

To help a struggling team, prioritize celebrating achievements and reflecting on progress. Acknowledging even small victories boosts morale and motivation. Regularly scheduled reflection sessions allow team members to analyze challenges and successes, fostering a culture of learning and improvement. Through these activities, emphasize the importance of teamwork and individual contributions, instilling a sense of pride and camaraderie within the team.

Fun can bridge the gap! Struggling teams often lack engagement. Consider incorporating interactive team-building activities that encourage collaboration and problem-solving in a low-pressure environment. Online escape rooms are a great option, boosting communication and critical thinking in a fun, engaging way. This approach offers several benefits: 1. Breaks down silos: Teams work together regardless of department or location. 2. Improves communication: Solving puzzles requires clear communication. 3. Boosts morale: Success builds team spirit and a sense of accomplishment. By incorporating these elements, you can rejuvenate your team and watch collaboration soar!