?? Team Design is More Important Than Team Dynamics

File this under #businessresilience

Most organizations focus too much on how teams work together. We spend countless hours on team-building exercises — think trust falls and problem-solving activities. However, as Adam Grant discussed in his Work/Life podcast, psychologist Richard Hackman found that 60% of a team’s success is determined before they even meet, thanks to how well the team is designed.

That’s right. How a team is designed — the people you choose, the roles they play, the goals they’re working toward — matters more than what happens once they’re in the same room. It’s not that team dynamics aren’t important, but team design is even more critical — getting that right from the start sets the foundation for success.

Team Design vs. Team Dynamics

It’s easy to assume that once a team is formed, how well they work together — communication, trust, handling conflict — is the key to their success. And sure, those things matter. But what if most of a team’s success was already determined before they even started working together?

That’s what Richard Hackman found in his research. He argues that team design — how the team is set up — has a much bigger impact than what happens after the team starts collaborating. Team design includes selecting the right people, defining clear roles, and establishing a shared goal. It’s about building the right foundation before the team even meets.

Compare this to team dynamics, which focuses on what happens after the team is up and running. Dynamics involve how well the team communicates, how conflicts are resolved, and how relationships develop over time. These are all important, but Hackman’s research shows that good design sets the stage for positive dynamics — not the other way around.

In other words, if you get the design right from the beginning, the dynamics will often take care of themselves.

Hackman’s Five Factors of Team Effectiveness

So what exactly makes for a well-designed team? According to Richard Hackman, five key factors determine a team’s effectiveness. Four of these have to do with team design, and only one focuses on dynamics, underscoring his point that design drives success.

Here’s a quick breakdown:

?????? A Real Team — A real team has stable membership. People know who’s in and who’s out, and they work together long enough to build real collaboration. Temporary or constantly shifting teams struggle because they lack that stability.

??? Compelling Direction - Teams need a clear purpose and meaningful goals. A shared direction gives everyone something to aim for. Without this, even the best people can end up pulling in different directions.

?? Enabling Structure - A team works best when roles are clear, processes are in place, and there’s a structure that supports collaboration. This means defining who does what and ensuring the team has what it needs to work efficiently.

?? Supportive Context - Teams thrive when they have the right resources—whether that’s time, information, or leadership support. An organization that provides these things makes it much easier for a team to succeed.

?? Expert Coaching - This is the only factor tied directly to team dynamics. Good coaching helps teams improve their performance and manage conflicts as they arise. But Hackman argues that even the best coaching won’t fix a poorly designed team.

The Practical Takeaway

In the end, the formula is simple: get the design right first — choose the right people, give them clear roles, and help them rally around shared goals. When you invest upfront in team design, positive dynamics, and trust will follow naturally as the team works together.

That’s all for this week.

Until next time: Make it matter.

/Andreas

PS. Trust is often seen as something to be deliberately built through exercises and bonding activities. But Hackman’s research suggests that trust is a natural byproduct of good performance over time. A well-designed team that functions effectively builds trust as they succeed together. So, instead of focusing on trust-building exercises, you’re better off prioritizing team design; trust will emerge through shared success.

How can we build better organizations? That’s the question I’ve been trying to answer for the past 10 years. Each week, I share some of what I’ve learned in a weekly newsletter called WorkMatters. Back issues are marinated for three months before being published on Linkedin. This article was originally published on Friday, Oct 18, 2024. If you are reading this you’re missing out. Subscribe now and get the next issue delivered straight into your inbox. ??