InnerActive Consulting Group Logo
nextlevel

5 Reasons Teams Fail

Teams are still a hot topic in the business world. I remember the impact of total quality movements on team development and functionality. And, likewise there were both successes and failures on the business side.

There were consultants and researchers studying the reasons for success and failure in total quality teams. There results were also all over the board so success was harder to grasp.

While there are many reasons for team failures including two of the bigger issues – lack of a common or shared goal and a lack of individual responsibility or accountability to get their share of the results. The latter reason is my focal point for this article.

There are Five Reasons Teams Fail, check these out and see if your teams have any of these issues to correct.
Five Reasons Teams Fail

  1. Lack of Cooperation
    When you have too much “lone wolfs” on a team, then cooperation is the first challenge for the team. Many individuals are “hard wired” to work alone and have little interest in teamwork or collaboration with others. There are assessments which can immediately identify your team players and the lone rangers on the team. Too many loner types and you actually have a “group” rather than a team.
  2. Leadership is Missing
    Even teams need a team leader who has a complete understanding of the purpose for the team and guides the dialogues and energy to fulfill it’s purpose. Without the leader, teams will naturally get off track or worst – confused as their purpose. Then productivity suffers and results seldom fulfill the results desired. Also, the organization’s leadership should show their support and add motivation for the team to gain results for the organization.
  3. Manager’s Support Problem
    This issue is classic! When managers – especially line managers who are giving up an individual to the team – are not supporting the purpose and mission of the team, then external problems show up. These issues include limiting a team member’s time for team meetings and work, bad mouthing the need for a team, negatively influencing the team member focus, or worst – fighting the results of a team effort. Then manager’s openly reject team results or assign “counter measures” to successful implementation, then current and future teams will be impacted – and results will be limited.
  4. Loss of Motivation
    This shows up primarily due to frustration showing up in getting the common goal accomplished. Frustration with achievement or agreement with team members is usually a symptom of a lack of communication skills or a lack of behavioral style knowledge. These issues are a primary reason for individual frustration in dealing with others. Again, the changes in effective communication has been documented with successful teams who experience training in understanding behavioral styles. If frustration with communication between your team members is a problem, look into behavioral training due to it’s proven track record of results.
  5. Competition for Personal Agendas
    Another way to describe this is “big egos” get involved on a team. Big ego people are usually limited by their low self-esteem so they are ones who attempt to bully others to get their agenda done. Whenever one individual feels they are more important than the whole, negative emotions are guaranteed to evolve from the team. Therefore, focus on the purpose and common goal are lost in the political shenanigans of the EGO. Productivity and real results are lost without the true synergy of the team members. If you identify a person with a big ego, then direct them to personal development program. When they are aligned without the ego these people can be big contributors to your results.

Take time to look into your team structures and individuals within the teams. Any of these signals showing up?

These are issues for leadership to get involved – earlier is better – to keep the team focused and engaged. Success coming from successful team interactions are highly effective and productivity increased mainly due to the “buy-in” for the actions and solutions involved.

If you have some of the issues described above, then first talk with your HR team and if there is no solution – then contact us immediately. As Business Advisors, we can provide you with alternative solutions for a targeted solution. Call us at 901-757-4434 US Central Time Zone. Sign up for more Leadership Insights now

The following two tabs change content below.

Voss Graham

CEO / Sr Business Advisor at InnerActive Consulting Group Inc
Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

Tags: , , , , , , ,

Voss Graham

Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.