It is common for many organizations and individuals to try to avoid conflict.  In effect, it is treated as the culture equivalent of a four-letter word!

• By doing so, they’re missing out on the kind of passionate debates that are essential to any team or organization to function at its optimal level.

Patrick Lencioni is considered to be one of the foremost experts on organizations and teams.  In his book entitled “The Five Dysfunctions of a Team”, he identifies FEAR OF CONFLICT as one of those dysfunctions.  His full list is below:

1. Inattention to RESULTS – ego and desire for personal status become major motivators
2. Avoidance of ACCOUNTABILITY – team members lower their standards
3. Lack of COMMITMENT – ambiguity on goals and team targets
4. FEAR OF CONFLICT – artificial harmony is dominant
5. Absence of TRUST – team members work to create an image of invulnerability

Likewise, the results of a survey identify not dealing with conflict as one of the five main reasons that organizations fail to perform effectively.  The reasons are:

1. Signing too many all-stars
2. Failing to build a culture of trust
3. Letting conflicts fester
4. Hiding from the real issues
5. Tolerating competing agendas

When team members build a foundation of vulnerability-based trust, conflict simply becomes an attempt to find the best possible solution, answer or direction.  Productive conflict has the potential to produce the best possible solution in the shortest period of time

A team that engages in conflict:

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• Minimizes politics
• Puts critical topics on the table for discussion
• Seeks the ideas of all members

EMPLOYER ACTION

• Examine the extent to which conflict is viewed as negative or positive
• Evaluate how well your organization effectively deals with conflict
• Explore how to improve its capability to create productive conflict

HOW TRINITY CAN HELP?

Trinity can:

• Use its conflict assessment tool to provide insights how your key leaders deal with conflict
• Provide ways to improve how individuals & the organization as a whole address conflict

For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net. 

•  You have opportunities…Trinity has paths forward!

B W  Tuckman, as a professor at Ohio State University, conducted research about group dynamics.  This research led to the publishing of his Teamwork Theory , which identified a 4-stage process in team development.  This theory has become the most widely accepted model for the processes that a group goes through in order to become  a highly effective team.

It is sometimes assumed that the development of teams occurs in a straight line heading in an upward progression.  This assumption is depicted below.

It would be much easier if in fact that is how team development takes place.  However, the reality is that the development of teams typically follows the pattern shown below.  This pattern reflects that following a team’s forming there is a decline in its working together, with the amount of time it remains in the storming stage varying greatly.

1. Forming

• The group gets together for the first time
• Discusses its purpose, goals, objectives, challenges & opportunities
• Determine roles & responsibilities
• Develop formal rules of working (“norms”)

2. Storming

• Members grow in confidence and an amount of in-fighting & conflict is likely to occur
• Begin open communication & collaboration
• Establish how it will deal with conflict so as to arrive at resolution
• Reinforce norms
• Provide whatever clarification is needed

3. Norming

• Buy into norms, & their roles & responsibilities
• Develop trust of one another & leaders
• Show positive signs of cooperation & collaboration

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• Become willing to openly discuss issues, concerns
• Feel able to give & receive constructive criticism
• Display sense of team spirit

4. Performing

• Understand each other’s strengths & weaknesses
• Able to prevent, minimize or at least work through conflict effectively
• Communicate freely
• Coordinate & collaborative successfully
• Support one another
• Hold one another accountable for fulfilling individual commitments toward the overall goals & objectives
• Achieve desired results or even a higher level of performance

EMPLOYER ACTION

1. Assess where your team(s) are in this 4-stage development process
2. If they are stuck in one stage or have not progressed to being a performing team, identify why
3. Take the necessary action for them to reach performing status

HOW TRINITY CAN HELP?

If your organization has a teambuilding/team development need, Trinity has tools & the capability to assist you.

• For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

You have HR questions…Trinity has answers

Why is building teams so important?  Look what teams in a business environment are & can do:

They:

• Are the collection of the organization’s knowledge, experiences & talents
• Can challenge each other’s thinking
• Can generate a wider range of ideas and innovation than individuals
• Are natural problem solving devices
• Are often more willing to take risks than individuals
• Provide a source of motivation

ELEMENTS OF SUCCESSFUL TEAMS

To have a successful team, certain elements must be present. Team Goals – Team goals must be clearly specified. This provides the focus around which team activities are organized. For example, the goals of a team maybe designed to investigate the market potential of a new product. If team goals are not specified and agreed upon by all team members, the team will tend to wander without direction.

• Commitment – All team members must be committed to achieving the goals of the team.
  Defined Roles – To successfully carry out the activities of the team, the role of each team member must be defined. Without clearly defined roles, members will become frustrated because they won’t know what activities they are responsible for.
• Trust – Successful teams are made up of members who trust each other. Lack of trust among team members will shift the member’s focus away from team goals to protecting their individual positions.
  Mutual Respect – For trust to exist among team members, they must have respect for each other. This includes respect for the views and activities of other team members.

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• Communications – Without communications, little teamwork will occur. Good communications among team members is vitally important to successfully implement the elements discussion above.
• Shared Rewards – Team members must be involved in identifying team goals and sharing the rewards of the team. If members do not share in team rewards, they have reduced incentive to contribute at their maximum level of capability.

EMPLOYER ACTION

1. Determine which of the elements are present in your teams.
2. Rate the degree to which they imbedded within your organization.
   ➡ The greater extent to which they are embedded, the greater the likelihood    of successful teams.

HOW TRINITY CAN HELP?

If your organization has a teambuilding/teamwork need, Trinity has various ways it can help you.

• For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

You have HR challenges…Trinity has HR solutions!