Top Three Barriers That Limit Team Effectiveness and What to Do About It

team effectivenessAccording to an African proverb:

“If you want to go fast, go alone. If you want to go far, go together.”

To meet the challenges of the rapidly changing business environment, every enterprise needs to develop teams of fully engagement top talent.

By focusing on the diverse skills, experiences, and knowledge it is possible for a team to improve your bottom line. When teams can experience friction and conflict this frequently leads to poor performance and missed project targets.

The reality is it takes more than simply bringing together people who would otherwise not choose to spend time with each other and expect them to work together effectively. This is particularly the case in knowledge-based or high tech enterprises.

1. Lack of a Common Goal

Every sport team has a clear goal, to win the game by scoring more points than its opponent. The primary objective of teams within a business enterprise may be less obvious. It is the responsibility of the team leader to establish and monitor output and quality. For example, it could be to increase levels of customer service. Without a clearly defined vision or reason the team exists, and objectives that must be achieved, team members will likely lose focus and priority.

2. Poor Interpersonal Relationships

The most effective teams are based on trust and team members confidently challenging each other to avoid implementing flawed ideas and plans. However, unless team members trust and respect one another they may be unwilling to tolerate any form of conflict or share vital knowledge. Lack of emotional intelligence with high levels of self-management and inter-personal skills can cause team members’ job satisfaction and productivity to suffer.

3. Team Leader/Project Manager Style

The team leader or manager’s style is a major influence on the team’s performance. A coach-based approach is much more effective than over-managing which frequently leads to frustration and disempowerment. Employee surveys consistently reveal the low levels of coaching skills of team leaders. This is frequently the results of having been managed by ineffective supervisors who were practicing out-dated skills left over from the industrial era.

How effective are your team leaders and project managers? Remember, they are the key factor in developing highly engaged teams of top talent.

The Talent Management Institute offers a series of cost-effective leadership development programs that can transform your team leaders and optimize their capacity to turn your good people into fully engaged teams of top talent.

Click here to learn more.

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