He was a very nice man but an ineffective leader. She was abrasive, opinionated and intolerant of those less experienced. Together they frustrated and annoyed the rest of the team.
In a dysfunctional team people just don’t get on, they don’t respect the leaders authority and they don’t rate each others abilities. They don’t agree on much, the leader can’t establish a consensus on important issues, individuals simply ignore decisions and if challenged say, “I never agreed to this” .
The nice team can be equally as frustrating and ineffective. The leader is a fence sitter doesn’t come down on one side or the other. Prone to agreeing with the last person who spoke to them. Too friendly with colleagues and team members therefore unwilling to be assertive and risk upsetting them. Can’t understand why anyone would not like them or trust them.Tendency to agree to proposals only to change their mind when someone points out the consequences and difficulties. Team members avoid debate as they don’t want to challenge or be challenged the just want to be left to get on with it as they see fit. They definitely don’t t want the team leader getting involved so they always provide positive updates, their motto is ,” Trust me I’ve got everything under control “ . Which is fine until they haven’t. Team members are polite and friendly but tend to avoid work conversations.
The opposite of a dysfunctional team is an effective team. An effective team is not one that agrees on everything quite the opposite they disagree and argue passionately. The difference is how they manage the disagreement. They are open to being challenged because the team leader is open to being challenged. They respect each others professional competence, integrity and commitment. Once a decision has been made everyone owns it irrespective of their previous position. The leader is deceive and clear and the team know they will accept full responsibility if it turns out to be the wrong decision. But as part of the No Blame culture the leader operates a no surprises policy and expects to be told before something becomes a problem. The leader is also good at asking the right questions to get to the bottom of what’s really going on. The team talk a lot about work outside of meetings, know a lot about what’s going on in a colleague’s area of responsibility, they provide emotional support and practical help if a colleague is under pressure.
The difference between a dysfunctional team and an effective team is never just an awkward individual but it does always come down to leadership and team dynamics.
Blair McPherson former director author and blogger www.blairmcpherson.co.uk
