What needs to be done?
Group dynamics defines the consequence of one’s role and actions on other team members, and on the entire group. Striving to be more wired and customer-focused, companies are changing their traditional structures, in which managers “tell employees what to do”, into interrelated, adaptable teams in which goals are set at the bottom, leaders are assessed by achievements, and performance management it’s a continued process. Other trends like the “digital revolution” help coordinate, as opposed to sending messages up and down the corporate pyramid, employees can rapidly share new information across the group. So, leaders improve teams by:
- Knowing the entire team. Analysing how team members interact and assigning responsibilities according to each team member’s strengths is a great and powerful way to effectively coordinate activities and build good working relationships.
- Staying alert and solving problems rapidly. Offering feedback if someone’s behaviour is affecting other members or even the entire group is a good way to mitigate dissensions and avoid potential issues. It’s also a fit strategy to observe how each team member works and interacts and promote open communication – to show employees the impact of their behaviour and encourage them to reflect and change. Paying attention to repeated dissensions in the group and encouraging team members to debate and share their points of view is the key to avoid poor dynamics.
- Removing boundaries. Helping employees to know each other and interact better on collaborative tasks, particularly when new members join the group, will enhance the trust in each other, prompting them to be engaged and deliver results faster.
- Focusing on communication. Efficient communication between team members gives everyone equal contribution in the success of the company. Open communication is essential to great team dynamics, it represents the flow of vitality and vision and establishes a climate where all employees can connect to goals.