Conflict isn’t something to endure or sweep under the carpet…. high team performance just
isn’t sustainable in the longer term.
It can be easy to blame conflict between team members on strong personalities. But sometimes it’s the team structure or team processes that need fixing, not personalities. Not many managers are aware of the range of factors which might spark conflict.
So what to do?
Work Psychologists, such as Prog Michael West, have spent years researching high performing teams. Here are 5 questions based on this research for you use to assess your team and start to identify what needs to be in place to minimise any conflict.
1. If a customer asked a member of your team what the purpose of the team is what would the response be?
It’s important that every team member is aware of the overall purpose of the team and how their work contributes to the team purpose and to the work of the organisation. It’s also important that the team and individuals receive feedback on their performance. The leader is key to communicating this to the team through regular team meetings and one to ones with each member of the team.
2. Which decisions do team members get to have a say in?
It’s important that teams meet regularly to discuss issues that affect the whole team and that team members keep each other informed. Everyone in the team should feel that they influence decisions made in the team. High performing teams get to agree team objectives and are committed to them. Team meetings are key for a whole raft of reasons. So if you don’t have them in the diary set them up.
3. Does your organisation provide the appropriate support for the team?
Supportive organisations make an effort to understand the opinions of the team, keep the team involved about changes and provide sufficient information for the team to plan its work. Supportive organisations also provide sufficient resources for the team to perform its task.
4. How would team members describe its leader to an outsider?
A competent leader sets the direction for the team and clarifies what results are required. A leader ensures that the team has the resources it requires for the team to work effectively and is supportive of team members’ ideas for improvements to the way in which things are done. A competent leader will be providing feedback on performance and checks the quality of the work of the team.
5. Do you have right skill mix in your team?
Strong teams have members with the right skills to get the work done. They are motivated to do well and work hard to achieve team goals. They engage in training/development so that they can deliver at a high level and improve how the team works.
I hope these questions have given you some ideas in what you can do to ensure there is maximum harmony within the team.
The Aston Team Performance Inventory (ATPI) is an excellent team diagnostic tool that provides rich and useful data for a team to identify what’s working well and what could be done differently. Contact Karen Walsh karen@aspirecc.co.uk to find out more.
Support for managers and leaders 