Teamwork Sucks Because Most Managers Suck

Why teams? Do we accomplish more and reduce costs, or is it just wishful thinking? Working in teams makes for a great sound bite, but in the real world, your world, do they produce the results you want, or do they create more problems than they're worth? Every semester - in at least one of my college business courses - I would have a team assignment worth a significant portion of the student's final grade. I picked the team members; they chose their team leader. If you asked them about their challenges and experiences working on a team, most would tell you that teamwork sucks.

Worth Remembering - "It is not the individual but the team that is the instrument of sustained and enduring success in management." - Anthony Jay.

Teamwork sucks because some team members are slackers and don't fully participate and pull their weight. These "Social Loafers" count on blending into the background where their lack of effort isn't easily spotted. And if spotted, they know that most team members are reluctant to do anything about it. Teamwork sucks because not everyone on the team shows up to meetings on time - if at all - and seldom replies to emails or text messages. Teamwork sucks because the quality of some team members' work often falls short of expectations, so the team leader has to redo their portion of the project. Teamwork sucks because the manager sucks.

Worth Remembering - "Coming together is a beginning - keeping together is progress - working together is a success." - Henry Ford

Having team members work together is a challenging undertaking at the best of times. You can't expect to throw a bunch of people together, call them a team, and expect them to perform like one without carefully managing the setting of team goals and priorities and how team members are selected and trained. Everyone on the team needs to work harmoniously and coordinate their efforts with the other team members to accomplish the overall team objective.

Teamwork sucks, and what managers can do about it.

• Managers must monitor individual performances so social loafers can't go undetected. You must hold everyone accountable.
• Managers can improve team performance by selecting individuals based on their soft skills, not just technical abilities. Pick people who you like to work with and hang around with people.
• Managers must be tuned into the "Unofficial Grapevine" so they know what's going on. No news is not necessarily good news.
• Managers must keep their lines of communication open - so everyone is in the loop - and everyone has the opportunity to express their opinions and concerns. Listen to understand, not necessarily to agree.
• Managers must be fair and consistent with everyone on the team when imposing and monitoring group standards, policies and procedures. Even your superstars need to be held accountable.

What are you doing to help yourself or your team members communicate and interact more effectively, resolve conflict or motivate others to perform at their best? It's not the individual but the team that will determine the outcome. Everyone can achieve more, but only if team members row in the same direction.

Copyright (c) 2023. Brian Smith - Power Link Dynamics. Not to be reproduced without permission. Training doesn't have to be expensive to be good - it just has to be the right kind of training. Brian's programs and keynotes can be delivered virtually or in person. To learn more about Brian and what he can do for you are your organization, visit; https://briansmithpld.com or send an Email: [email protected] #leadershiplessons #managementtaining #softskillsdevelopment