By Lana Bader-Kodsi
As John Donne noted in a 17th-century sermon: “No man is an island entire of itself; every man is a piece of the continent, a part of the main.”
Loosely translated into modern-day corporate-speak, the organization transcends the individual; we are all connected. Either we rise or fall together – the individual is an integral part of the whole. Applying this broadly to the ever-increasing volatile, uncertain, complex, and ambiguous (VUCA) environment confronting today’s organizations, no longer can one individual be responsible for successfully completing projects. Instead, an emergent unit – the team – is taking the spotlight with heightened significance in helping organizations achieve mission-critical objectives.
Understanding teams and, specifically, team dynamics is paramount in ensuring organizations have what it takes to succeed and thrive.
What Are Team Dynamics?
Team dynamics refers to the formal and informal interactions between team members, encompassing communication styles, role and responsibility clarity, decision-making preferences, conflict resolution approaches, and cohesion. With today’s multifaceted work environments – onsite, offsite, and hybrid – team dynamics are a foundational element contributing to an organization’s effectiveness and efficiency.
Drawing from Thomas Harris’ and Jon Sherblom’s Small Group and Team Communication (5th Edition), three main aspects of these organizational workhorses stand out: norms, roles, and cohesion.
Norms
Accepted rules of behavior are encapsulated in a team’s norms, which define the nature of relationships among team members. Interestingly, the team itself typically establishes these norms rather than having them imposed by an authority figure. As Harris and Sherblom point out, “Norms have an important effect on how the group functions.” Norms reduce ambiguity, teach team members how to communicate, clarify who is considered an expert on specific topics, define acceptable verbal and nonverbal communication styles, and set overall communication standards within the team.
There are different types of norms:
Crucial norms directly impact team performance, such as being punctual for meetings and completing tasks on time.
Peripheral norms are non-essential to team functioning but may affect comfort levels, such as dealing with poor social skills.
Explicit norms are formalized and clearly stated, often in writing—examples include dress codes and attendance requirements.
Implicit norms are unwritten expectations, such as bringing treats for colleagues after returning from vacation.
Team norms are readily identifiable through interactions—who speaks to whom, when, what they discuss, and the pattern or order of communication. A violation of group norms becomes evident through silence or negative reactions from the team. It’s important to recognize that norms can vary significantly between teams, even within the same organization. Behavior considered inappropriate in one team may be acceptable in another. Understanding these norms helps team members navigate and succeed.
Roles
While norms represent expectations for team behaviors, roles reflect the behaviors expected of individual team members. Roles are categorized as task roles or social-emotional roles, both of which are essential for team success. There are also self-centered behaviors, which can derail team progress.
Examples from Harris and Sherblom illustrate these roles:
Essential Team Roles – Task Behaviors
Initiating: Proposing new ideas; offering suggestions and approaches.
Elaborating: Clarifying or expanding on ideas or suggestions.
Summarizing: Synthesizing ideas; orienting the team; revisiting past discussions.
Recording: Keeping track of the team’s work; preparing reports.
Evaluating: Critiquing ideas or proposals; suggesting evaluation criteria.
Clarifying: Interpreting issues; asking for examples.
Essential Team Roles – Social-Emotional Behaviors
Encouraging: Expressing warmth and support; recognizing others’ contributions.
Harmonizing: Relieving tension; reconciling disagreements; suggesting alternatives.
Gatekeeping: Ensuring open communication; helping quieter members feel comfortable; soliciting diverse perspectives.
Tension Relieving: Using humor; fostering informality; building a shared team spirit.
Unhelpful Team Roles – Self-Centered Behaviors
Blocking: Derailing progress by raising objections or refusing to support decisions.
Being Aggressive: Criticizing or threatening team members, hindering collaboration.
Withdrawing: Refusing to engage, avoiding conflicts, or neglecting contributions.
Dominating: Interrupting others, pushing personal conclusions, disregarding other voices.
Status Seeking: Drawing undue attention to oneself or changing topics to align with personal expertise.
Cohesion
Cohesion refers to the degree of positive connection among team members. It influences decision-making, task performance, and overall satisfaction—all of which affect organizational outcomes. Cohesion is often easier to achieve in smaller teams. Factors such as team size, similarity of backgrounds, task satisfaction, and past successes contribute to greater cohesion.
A potential pitfall is social loafing, where team members are perceived as contributing less effort. This can lower the team’s overall performance and discourage others from maintaining high effort. Strategies to minimize social loafing include defining clear goals, assigning individual responsibilities, and encouraging active participation in decision-making.
However, excessive cohesion can also lead to Groupthink, a phenomenon where the desire for consensus stifles individual voices and critical evaluation of alternatives. As Harris and Sherblom caution, “Groupthink leads to a deterioration in decision-making.” Encouraging open communication and valuing diverse perspectives ensures that individual insights enrich discussions and lead to better decisions.
Summary
Team norms, roles, and cohesion are essential elements of high-functioning teams. As today’s work environment becomes increasingly complex, the need for well-functioning teams is more critical than ever. Understanding and nurturing these dynamics, while promoting respectful and open communication, helps teams perform at their best and enables organizational success.
To learn more about SZH Consulting's work on team dynamics and how we can help you build healthier, higher performing teams, please contact us!
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