I was experiencing running a few Teambuilding training programs for corporate. Interestingly, I found few common problem and challenges that the participant and organization encounters during the program.
Firstly, despite greater emphasis on teams, there is confusion between what exactly a team is and what a group is. The differences between the two are subtle yet significant.
“A TEAM is a small group of people with complementary skills who are committed to a common purpose, performance, and approach for which they hold themselves mutually accountable”
“A GROUP is a large group of people working together where goals or objectives are either personal or unclear, information is given on a ‘need to know bases’, trust and openness are measured, conflict is accommodated and feelings aren’t part of work”
Secondly, I discover that organizational face difficulties and challenges building, developing and maintaining a TEAM.
No ROLE Models:
- Team at the top of organizations are the most difficult to create
- Top teams do not always set the best examples of how to work together
No Performance MEASUREMENTS:
- The organization does not measure performance
- Teams needs to needs to deliver results otherwise why do we have them?
Too many TEAMS:
- Teams are seen as the answer to every solution
- If every ‘time a problem or a new challenges arises, the answer is ‘let’s put together a team’
Emphasis on INDIVIDUALS:
- Organization recognizes individuals and not teams
- The appraisal scheme are geared to individual performance
CULTURE of competition:
- The organization’s culture does not encourage co-operation
- If the culture is one where taking risks is not promoted and making mistakes is remembered, people will play safe.
Too many PEOPLE:
- The larger they are; the more difficult to communicate with and control
- The greater the danger that sub groups will form, increasing the potentials for conflict