People are people, which means the dynamic on a team will fluctuate around the different personalities, as well as be influenced by different circumstances that a team Faces. Whether you lead a team, or are a member of a team, you should keep your eye on the team’s health and occasionally do a WOF to see if anything needs adjusting -- i.e., the team is firing on all cylinders, where everybody is reasonably engaged and committed, and where you’re getting good results.
Here are some symptoms of a dysfunctional team:
Polite conversations, especially after everyone has been together for a while
Very little vulnerability
Conflict is seen as a bad thing
Meetings that happen either before or after the scheduled team meeting
Inability to see the whole; focused instead on ‘my part’
An inner circle: in group/out group dynamic
Trust equates to loyalty
Very little affirmation going on
Little or no accountability
Below is a link to my conversation with Mel Homer on Magic Talk Radio where we discuss the topic dysfunctional teams and what can be done if we find ourselves on one.
Unconscious biases are cognitive biases that exist in our subconscious. They can be both positive and negative, and have significant influence on the vast majority of our decisions – in life and at work. Many companies are now requiring ‘unconscious bias’ training for their managers and supervisors who have to make decisions on who to hire, who to promote and often, who to let go. If these biases aren’t recognized and avoided, they could lead to decisions that work against diversity and inclusion. Ultimately, unconscious bias can hurt the business’s bottom line. In this video, I talk with Mel Homer from Magic Talk Radio on the topic of unconscious bias and how to reduce their impact.