You’re struggling to get your team to work together. What’s the first step you should take?

Primeiro passo é liderar o incidente, isolando o problema ao máximo. Segmentar salas de crises por zonas de conhecimento e não criar conceitos de round table pare evitar discussões onde o ego acabe sendo o interlocutor. Sempre importante ter um desenho da topologia que envolva o problema, pois assim traz clareza e auxilia pontos de vistas técnicos diferenciados.

I have found that my commitment to consistent 1:1s and skip levels with team members enables me as a leader to understand individuals and their concerns in order to prevent conflict amongst team members. Also, I hold monthly team meetings to bring teams together with a definitive agenda which includes discussion of strategy and challenges. This helps to build a supportive and collaborative team culture which is integral to team dynamics and positive outcomes.

Take personalities out of the equation, make the team realise that they can be better together. Focus on outcomes and let everyone speak before trying to push personal agenda's. You may be surprised by what you hear if you take the chance to listen.

To initiate the improvement of teamwork, it is crucial to begin by identifying the specific challenges that hinder collaboration. This involves a comprehensive analysis and observation of team dynamics, including an assessment of individual strengths and weaknesses. Additionally, it is important to take into account external factors that may impact or influence the team's ability to collaborate effectively.

The first step in addressing team collaboration issues is to open a channel of communication to understand the root causes of the struggles. Schedule a team meeting or one-on-one sessions to allow team members to express their concerns, challenges, and suggestions for improvement. Actively listen to their feedback and strive to create an inclusive environment where everyone feels comfortable sharing their thoughts. This initial step can provide valuable insights and set the stage for developing a plan to enhance teamwork.

Listen Consider Reflect Act As a leader - whatever you do - do it with your team not to them Engender trust and take them with you

Regular communication with the team is key for being in sync to deliver. right from the word go, it must be very clearly & precisely communicated what is expected from them & by when, timely monitoring of the progress will not lead to such gaps and if any member of the team has any issue, we must have one to one talk to counsel them to let him know how important is his role in the team and if not delivered we must inform the impact to overall and to him. (PS: personal views only)

Get to the root cause of the issues. -personal, family environment - does everyone really understand their role individually and as part of the team which may differ -is everyone capable of their role - get team members to sit in the shoes of each other to really appreciate and respect each others demand and needs. - re enforce attitude first, capability second… If people can’t work with you, your struggle with help in a team. If you’re struggling with the right attitude everyone will help you!

Listen to the perspectives of your teammates. Explain the goal we want to achieve and why we can only achieve it in a better way through collaboration. Sit down with them and ask everyone to tell you and each other what they need in order to help them be more involved. Invite for private feedback rounds if necessary.

One thing that I believe we all need is to bring everyone on a common forum and try to understand what is causing the issue and why the team is unable to work as a team. It could be different perspectives, cultures etc. Give everyone a chance to speak and rather than giving a solution. Ask them, what can be done to resolve this. This will help them come to a consensus and automatically conflicts will start to vanish away. Also appreciate the team for their efforts as appreciation could motivate them to work with the same unity. Also show them real examples, where as a team we achieved more rather than, when we were working as individuals.

Clearly define the team's goals, roles, and responsibilities to ensure everyone is on the same page. Establishing clear expectations helps minimize confusion and fosters accountability among team members. Make sure to communicate these expectations transparently and revisit them regularly to address any changes or updates.

Clear expectations are the foundation of effective teamwork. Defining roles, responsibilities, and project parameters sets the stage for success. Establishing communication processes and evaluation criteria helps avoid confusion. It's about creating a roadmap that guides the team toward shared goals, fostering collaboration and understanding

While defining expectations define both team and individual expectations. Explain and elaborate on how these two are interlinked and one cannot be achieved without another. It's a team game and you are as good as your wingman.

One thing I've found helpful is regular connect with the team, through Daily Standup/Team meetings. It's quick, measures the progress of the Deliverables vs timelines, helps understand the teams understanding of their roles and responsibilities.

Using SMART GOAL (Specific, Measurable, Achievable, Relevant, and Time-bound) is my main choice because it allows me to set goals that can be evaluated in writing and statistics

You're absolutely right. Lack of support and resources can greatly hinder team performance. Providing necessary resources, such as tools and training, addressing skill and knowledge gaps, and offering guidance and feedback are crucial for enabling teams to work effectively. Additionally, fostering a culture of trust, respect, and appreciation creates a supportive environment where team members feel motivated and engaged, ultimately contributing to improved collaboration and productivity.

Providing the necessary tools and skills to perform any task is an integral part of any successful team. If we detect any gaps, they need to be addressed very quickly to ensure the team and project are a success.

In accordance with your statement, successful teams embody five critical dynamics: 1. Structure and Clarity:Clearly defined roles and responsibilities. 2. Dependability:Team members can rely on each other. 3. Meaning of Work: A shared understanding of the team's purpose. 4. Impact of Effort:Recognition of individual and collective contributions. 5. Psychological Safety:A foundational metric, essential for fostering the other dynamics. Recognizing psychological safety as a keystone element is pivotal; its absence compromises the effectiveness of the remaining four dynamics. Purposefully addressing these aspects empowers the creation of a resilient and high-performing team.

Encouraging and empowering CSI is vital, in an open team environment you'll be surprised how many good ideas can be implemented which significantly improve delivery and reduce waste. The team environment needs to be harnessed to get the best out of what you have.

Facilitate team collaboration by addressing skill, knowledge, and tool gaps. Provide regular feedback and coaching for growth. Foster trust and respect by acknowledging strengths, celebrating achievements, and resolving conflicts.

Absolutely, continuous monitoring and adjustment are crucial for ensuring the effectiveness of any intervention. Tracking progress, analyzing data and feedback, and regularly reviewing and revising plans allow for timely course corrections and optimizations. Keeping the team informed and involved fosters transparency and ownership, which can enhance motivation and collaboration. Being flexible and adaptable enables leaders to respond effectively to changing circumstances and evolving needs, ensuring that the team remains aligned and focused on achieving its goals.

Keep a pulse on the team's dynamics and progress regularly. Monitor communication channels, project milestones, and team interactions to identify any areas for improvement or potential conflicts. Be proactive in addressing issues as they arise and be willing to adjust your approach based on feedback and observations.

After each step achieved or not we need to perform an evaluation and feedback so we can adjust our Input and follow the continuous process of solving the problem , agility is a key factor

Ongoing support and dialogue is vital, the landscape of a project or problem can change rapidly. Managers and team members need to be on-hand to support, offer advice where necessary. They can only do that if everyone is on the same page.

It is very pertinent to note that at every stage of the project, project performance should be review with field back to the respective officers or management. Team lead should ensure the project process and progression is properly monitored with a report and field back. Thanks

Most teams are reflection of their leaders, leading by example is key to collaboration between teams. Also, in my experience it is important to have a shared set of goals and priorities with a clear purpose that can explain the “Why?”.

The is no magic formula for this. Each situation has different methods. 1- In a micro management institution, you need to shield your team from the upper management and have the team work without any fear of being judeged. 2- If there are a lot blame going between departments, stop communication via emails and encouraged communication with peers and other departments face-to-face to disallow any misunderstanding that me occur unintentionally in emails Thank you

Well said Rodrigo.. 1. Connect >Respect >Trust Above is the building block to build a trust and once trust is in place people will work together with less friction.. 2. Fix People issue, rest of all will automatically get aligned..

The four stages of Forming, Norming, Storming and Performing are very real. Forming: Hire the right people and put them in the right roles Norming: Tell them what to do and make sure they have the tools they need to succeed. Storming: There will be friction, arguments, and fights. Without that happening, the team has actually not started to engage with each other, figure out the boundaries etc. If 'Storming' doesn't happen, you are in danger of a bunch of pocket vetoes and silent disagreements. Performing: Now everybody knows each other, can depend on each other, understands the goals, and can collaborate to deliver results. I have led many teams, and the four stages are real and necessary.

It may be that as a manager you have accidentally created a fearful climate, maybe things are tough up the leadership chain and you've let it affect your team by not shielding them. Give them a pep talk, tell them they are all safe and allowed to make mistakes and remind them they are a great team, that they've got this. If the problem is morale then this should comfort them and make them stop being edgy and mistrustful of each other.