It is common for organizations to have teams. They must maintain effective and efficient teamwork to ensure their success. This refers, in simple terms, to how a group of people work together to achieve the same goal. Effective teamwork is vital for organizations. It is important to address any issues that might lead to a dysfunctional team as soon as possible. In this article, Wright (2013) discusses myths and realities regarding teamwork.
Myth #1: Team members are harmonious and willing to compromise for the good of the group. Reality: A team is made up of people who have different needs. The strength of a team can be its diversity. There is no team without its “I” but TEAM has its “ME”. Do not ignore the ME. The key to successful teamwork is first understanding each other. The same kind of people make a team less effective and can lead to predictable outcomes. A diverse team brings out the best of everyone. People with different experiences and backgrounds will collaborate to achieve the same goal. The team will be stronger if each member contributes from their diverse experiences. Myth #2: Team conflict can be unhealthy. Reality: Conflict should not be suppressed, but used to benefit the collective good. Conflict can be a source of energy so make sure to harness it. Passion is the key to bringing out the best in your team members. Teamwork is not without its difficulties. But, it’s better for everyone if they can deal with them sooner. It promotes creativity, participation, engagement, and is therefore healthy for teamwork (Wright (2013) Team members need to have emotional intelligence and the ability to give and receive feedback without degrading others. Myth #3: People like working in teams. Reality: According to my observations, about a third of people work in a team. One third prefers working alone. Wight’s team profile model illustrates how personalities play a significant role in working within tams. It also shows that it is important to understand the personalities of people as this will determine how they would behave and react within the rteam. The team members must be able to accept the different personalities of each member while still ensuring they are focused on the goals. Extreme personalities can make it difficult to work together as a team. If not handled properly, these differences could impact the team’s success. It is also important to understand the perspectives of others before making judgments. Myth #4: Business success is dependent on teamwork. Reality: While teams thrive in complexity, they can also cope with simple tasks and processes without teamwork. Some organizations do not require teamwork. This is especially true for companies with more complex operations who want to stay competitive. When there are many difficult tasks to be completed, it’s a good idea to encourage the creation of a team to allow people from different backgrounds to exchange ideas. A task that is too difficult will not be challenging enough to warrant a team. This can lead to low morale and poor motivation. Myth 5: It is easy to lead and influence teams. Reality: Teamwork is hard work that requires courage from leaders.
It can be difficult to manage a diverse team. For a leader to be successful, one must have certain skills. Team leaders should be able to empower and delegate effectively. This is not about micromanaging, nor commanding. They must also be able recognize and cultivate leaders within their team. Leaders should promote teamwork and encourage collaboration. They must also ensure that coaching and mentoring are provided to help team members manage their time and other responsibilities (Hackman 2011). Leaders must also be available to help members make decisions and accept their opinions.
They will feel valued and important. Myth #6: Senior Managers encourage teamwork. Reality: Senior managers worry about teamwork, and the possibility of losing control or power. Senior managers are more likely to fight for control and position. This is bad for teamwork. To achieve success, they should be able to make the most of all the talents in the team. You can accomplish this by being open in your leadership style. Too many managers can lead to unhealthy competition, which in turn shifts the focus away from the most important things. Wright, 2013. Senior managers must have the ability to foster a learning environment for team members by giving and receiving constructive feedback. To ensure a high-performing team, senior managers must be able to eliminate self-centeredness and negative egoism. People often believe that team conflict makes them sick. Feigenbaum (n.d.), says that team conflicts are inevitable as long people are still humans. Some theorists think that conflict can be detrimental to an organization’s ability to function. When team conflicts are not handled well, they can be detrimental to the company’s culture. Team members can work together to achieve better results if they all work together. Team members can see things differently, which allows them to grow and learn from each other. It also helps build trust between them and fosters empathy. Hackman (2011) highlights the fact that conflicts can be used to generate innovative solutions, particularly when they are focused on the team’s objectives. It has been proven that avoiding conflict within teams can lead to ineffective decision-making. To sum it, teamwork that is flexible and effective will be a key factor in achieving great results. Leaders and team members must be able adapt to personal preferences and make adjustments. This will encourage trust, cooperation, information sharing, and allow for the possibility of making changes when necessary. Salas Shuffler, Thayer and Bedwell (2015) identified six Cs for teamwork success; Communication, Cooperation and Coordination, Coaching, Conflict and Communication.
