Team Development and Conflict
True or effective teamwork is when a team works cohesively and effectively together, collaborating to achieve common goals. I’m sure we’ve all heard of the different stages a team will go through to get to this ideal point, that is; forming, storming, norming, performing and adjourning, known as Tuckman’s Team Development Model.
As you would imagine there is benefits of good teamwork. Productivity to start with but also a whole range of things which create not only job satisfaction but also engagement and contribution to a culture that supports organisational goals.
But what if something happens? Or what if there is trouble in the camp? Maybe, there is conflict for whatever reason within the team. Conflict within a team can impact team development and therefore productivity, job satisfaction, engagement not just for those involved in the conflict but the whole team.
Conflict is toxic within a team. It can lead to other subgroups within the team, it reduces collaboration, increases tension and a whole range of other things to determent of the individual, team and organisations. Prolonged or unresolved conflict, if not addressed effectively, can linger and become an obstacle to progress, preventing the team from moving through the stages of team development.
Conflict therefore needs to be managed effectively and efficiently to foster an effective team to ensure productivity and success. If it is not managed in that way it causes negativity towards individuals, the team and the organisation and comes with that are many organisational risks such as; workers compensation, workplace health & safety and psychosocial risks. If it is recognised and acknowledged early it is easier to encourage open communication, focus on problem solving and trust being rebuilt. It is then important for leadership support, recognition, building team spirit and collaboration to assist the team in then moving forward again.
Conflict may also require mediation to assist the individuals to move forward positively and then the team will go back to storming and norming stages to then progress more cohesively. I was recently engaged to mediate a situation and was able to get the employees to draw a line and move forward positively. Behavioural profiling the individuals in the team can also help with team development to assist in understanding individuals and how best individuals can be utilised within the team for the benefit of the team and organisation, not to mention individual development.
At HR Business Direction we can assist with dealing with conflict, mediation, team development and behavioural profiling. Contact us here to discuss how we can help.
Related articles: Structure: The Secret to High Performance Teams; Leading High Performance Teams: People and Profits.
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au