What do you do if your teams are struggling to work together effectively?

More importantly, find the alignment of interest of each team member, then leader must know their strengths and the weakness, before we dig deeper on the root causes

The root causes can be very diverse but when there is a lack of trust and bad communication it happens frequently. So, trying to build trust is primordial. Helping people to know each other better, understand their history, needs and ambitions might help to understand how they think. Having frequent, honest conversations is always good as well. So, promoting these moments to the teams to know each other better you will see improvements

Spark a Chat and give the team the chance to talk! Gather your team for a heart-to-heart. Let everyone share their ideas and frustrations. Remember, open communication is the glue that holds a great team together!

Identifying the root causes of team dysfunction is crucial. Common issues include trust issues, communication gaps, unclear roles, conflicting priorities, skill mismatches, and lack of feedback. Using surveys, interviews, or focus groups can help pinpoint these issues, while involving the teams fosters ownership and effective solution

"Seek first to understand, then to be understood." - Stephen Covey ???♂? Pinpointing the root causes is key to untangling team dysfunction. Whether it’s trust issues or misaligned goals, getting to the heart of the problem is step one. ?? Ever cracked a tough team issue wide open? Let’s swap tales and techniques. Your detective work could inspire the next great solve! ????

Do not underestimate the power of a workshop. Beginning with a neutral expert sharing general knowledge about the issue may help open conversations and set the tone for the participatory contributions. At the end, let the team recall the take-homes and set action point for follow up.

Goal Bonanza! Sometimes, confusion reigns when goals are fuzzy. Get the team together to set clear, exciting goals everyone can rally behind. Think of them as your team's treasure map, guiding you all to a shared success!

Building the team through open workshop may not be effective as people tend to behave differently during big audience or only within small group meeting. Particularly in certain society that prefer not straight forward talking, you must not use workshop to build high performance team

En nuestra empresa tenemos reuniones de grupo (ventas) los dias viernes programadas, se ven los avances de Viernes a Jueves, se solicita un archivo ya sea excel, word, o alguna forma de presentar en sala de reuniones, tenemos 30 minutos con gerencia para abordar resultados y opciones de negocios, se analizan metodos, y se ven posibles fallas para poder mejorar nuestras metas mensuales. Gerencia nos da sus ideas o propone ideas, nosotros las vemos y analizamos, luego aplicamos o entregamos nuestras propuestas que son vistas y luego tenemos retroalimentacion de parte de gerencia.

A workshop agenda should be clear, aligned with objectives, and include interactive elements. The workshop should provide a structured yet flexible environment, encourage active participation, and focus on problem-solving. Interactive activities should deepen understanding, and the workshop should conclude with a clear plan of action and follow-up steps.

1. Technology and Equipment: Ensure that the venue is equipped with necessary technology and equipment for presentations, such as projectors, screens, and audio systems. Test all equipment beforehand to avoid any technical glitches during the workshop. 2. Comfort and Accessibility: Consider the accessibility needs of all participants when selecting the venue. Ensure that the venue is wheelchair accessible and has adequate seating arrangements. 3. Agenda and Time Management: Allocate sufficient time for each agenda item, taking into account breaks and transition periods.

I love working with teams struggling to collaborate effectively. These teams, brimming with potential and talent, can evolve from good to great with the right facilitation and environment. I've found success (over many years) in establishing clear agendas aligned with business strategy and individual goals, communicated effectively. I utilise the Team Management Profile (TMP), a science-backed tool, to help team members understand their work preferences, decision-making, and communication styles. This approach addresses the common issues of goal misalignment and miscommunication, not personal differences. By leveraging TMP, I guide teams to better understand of each other, fostering a productive and harmonious working environment.

Es importante observar, escuchar, leer a cada integrante, cada persona tiene algo que aportar, levantar y contener al más caído, motivar al más eficiente, compartir responsabilidades

To effectively implement workshop outcomes: 1. Document action items with clear responsibilities and deadlines. 2. Communicate outcomes to all stakeholders. 3. Schedule regular check-ins to track progress. 4. Provide necessary resources and support. 5. Celebrate successes to motivate the team. 6. Continuously evaluate and improve strategies.

Following up and sustaining the momentum post-workshop is crucial for maximising its impact. It's vital to ensure that the action items and insights gleaned are put into practice, fostering continued collaboration and growth. Communication and documentation of workshop results are key, enabling teams to stay aligned and accountable. Regular monitoring and support of progress are essential, alongside recognising and celebrating successes along the way. By documenting the workshop process and outcomes, we can not only track our journey but also learn and improve for future endeavours.

Um planejamento estratégico deve ter acompanhamento periódico para avaliar entregas e corrigir eventuais atrasos ou desvios de objetivo.

In my experience one of the most common rootcauses for non effective x-team collaboration are misalignments in team targets and suboptimal processes. People are constrained by their time, their tools and their priorities. As leader you need to explore with your teams where the issue sits: is it being under resourced? Is it that tools are not effective or even buggy? Is it that what’s important for the other team, makes your life really hard? Before you go into any workshop to work on the obvious and outspoken, you as leader need to identify the non-obvious and non-spoken. That’s what usually drives people strongly, but people don’t feel comfortable sharing.

Build a high performing team is a huge challenge. Not everyone has the ability to adapt and work together or with someone that chemistry fails. Be aware that when you build a team, first you need to pay attention if they have hungry to deliver, to learn. Observe if they have the compromising attitude. Following by the soft skill abilities that you need and try to understand the people you are bringing in, by observing, asking or applying an assessment of profile to understand if everyone can work together. The technical ability is the last thing you look to build a teams

Remember, teamwork is a journey, not a destination. With a little effort, your team will be a well-oiled machine, unstoppable and awesome!

Whilst “workshops”/ bringing the team together to work through issues and doing exercises to develop trust can be helpful, it very much depends on the root causes. Often this will on help superficial issue or provide a short term bump in collaboration. In my work fostering collaboration at an enterprise level there often systemic issues which the team cannot control which act against collaboration. Company culture, design of metrics/ performance management, poor planning processes, renumeration, promotion process, controls are some topics which come up frequently.