Have you ever found yourself under the pressure to deliver a project, but suddenly realize the team you have put together — though quite talented on their own — is struggling to work together?
You might notice that work styles and approaches are clashing. Some team members don’t respect each other. And of course, back-and-forth email chains that never seem to end.
As leaders, how do we respond to a situation like this and bring collaboration and understanding to all members of the team, despite their differences?
4 Tips for Building a Positive Team Culture
- Communication: Team members should be skilled in open communication and embrace the qualities of active listeners. There must be a platform created that allows members to engage in honest, respectful and transparent communication. Members must feel safe sharing ideas, feedback, concerns and productive criticism. Leadership ensures that the goals and objectives are clear and understood; everyone is aligned and focused; and ideas are freely exchanged. With periodic check-ins and transparent communication, leadership also helps to build team trust.
- Skill set: Look for a mix of backgrounds, experience and skill set. This allows the team to experience a diverse approach in their effort. Keep in mind that despite individual strengths, teams can struggle to work together. Some members will have higher standards than others. Some members may be more relaxed than others. Opposing views may occur because some people are more creative and others are more data driven. A mix of skills and backgrounds allows teams to approach these challenges from multiple angles, fostering creativity and innovation. The mixed skill set also provides the team with the experience to address conflicts constructively, viewing disagreements as opportunities for growth rather than obstacles.
- Qualities: To appreciate one another, teams should share three key qualities which we create the environment for. First, foster a team culture that allows members to trust one another and their abilities and judgement. Second, clarify roles and responsibilities so each team member knows what is expected of them. Finally, create a culture of shared ownership and one which holds each team member accountable for their participation and contributions.
- Environment: Be supportive and maintain a culture of encouragement and support. The team will feel this and feel valued and up their level of motivation. This also helps the team adapt to overcome roadblocks or challenges and respond to the change in circumstances. The support you provide should also include an assessment of the progress and success of the effort.