Top 10 Reasons Why Teams Fail

by Laura Benjamin

Why do teams fail? Despite all the teambuilding programs you send them to and the emphasis on teamwork as a way to achieve higher goals, teams fail every day.

Some of the reasons why they fail has more to do with how they choose to treat each other moreso than anything you, as the employer, has done or not done. However, your commitment to create a work envirionment that fosters the following behaviors is crucial.

Team fail because individuals fail to...

1. ...thank each other. They believe that recognition is only their manager's job and don't realize that appreciation from their peers is often more important. When you work side by side with someone who you respect, their word of thanks or "good job" means a lot. Don't be stingy with your appreciation.

2. ...see the value in each other's roles. They fail to recognize that if they don't have a strong "idea person" on the team, or a strong "executor/implementor" that their team would be lopsided - certain tasks would not get done or even started.

3. ...discover each other's strengths. At the beginning of each project, teams should take the time to go 'round the table and state, "here's what I'm good at" or "here's where my strengths lie". That way, people are very clear about which roles people should play and they have a better idea how to achieve the tasks before them by using their resources wisely.

4. ...practice diversity vs cloning. Teams tend to want to clone themselves and invite participants in who are "just like me". They often fail to appreciate that someone with a radically different approach may bring a perspective that makes the team smarter and stronger.

5. ...recognize the informal leader's power. There are those who command a great deal of respect and informal authority because of who they are and how they conduct themselves vs what rank or title they hold. These folks have the ability to influence others and get things done in ways that others cannot.

6. ...stop disrespectful behaviors as soon as they appear. There is no reason to allow someone to disrespect others on the team OR to disrespect those who are not on the team! It weakens everyone's credibility, causes hard feelings, and overall impacts performance and productivity. If you don't call them on their behavior early on, you also allow a pattern to develop which may get in the way of achieving your goals.

7. ...form friendships. When Gallup Organization identified the 12 Needs of Top Performers (listed below), they found that having a "best friend at work" was one of the important factors that contributed to high performing teams. While it doesn't mean that each team must be made up of "best friends", it does mean that teams made up of friends tend to spin circles around those teams who aren't. Most people hesitate to let a friend down.

8. ..."fire" people who refuse to "play". We all know the people who sit back, arms crossed, and let everyone else do the work. They are there in body only, they don't contribute, and they make it clear through their non-verbals that they can't wait to get out of there and back to their "real" work.

9. ...give each other permission to start over. It's okay to admit that something didn't work as expected, but it's not okay to hold it against the person who came up with the idea in the first place. Make it clear that mistakes are expected and are just another way to eliminate what won't work in order to get to the successes.

10. ...appreciate how powerful they really are! Highly functioning teams are a powerful force when they learn to leverage the knowledge, skills, relationships, and energy that people with a single purpose possess. The momentum they bring to any problem, decision, or direction can be unstoppable and highly influential. The force of a tornado takes time to grow, but once it's spinning, it is a formidable thing indeed!

The 12 Needs of Top Performers from "First, Break all the Rules, by Curt Coffman and Marcus Buckingham

Base Camp
What is expected of me at work?
Do I have the “equipment” I need to do my work right?

Camp 1
Can I do what I do best every day?
In the last 7 days, have I received recognition or praise for good work?
Does someone care about me as a person?
Does someone encourage my development?

Camp 2
Do my opinions count?
Does the organization’s mission/purpose make me feel like my work is important?
Are my co-workers committed to doing quality work?
Do I have a “best friend” at work?

Camp 3
Have I talked with someone about my progress in the last 6 months?
Do I have opportunities to learn and grow at work?

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Laura Benjamin is a Colorado Communication, Career and Marketing Coach, professional speaker, strategic planning facilitator and writer. She is also the Author of The C.A.R.L.A. Concept™: How to Raise an Issue, Prove Your Point and Communicate with Confidence & Clarity. To interview Laura or access her free educational and entertaining audio podcasts, blog posts and articles, please visit www.LauraBenjamin.com.