People and departments rely on each other to maintain certain functions, but what happens when teams don’t gel? Do you try to pin the blame on one bad apple, spoiling the whole bunch? What if you have nothing but topnotch employees in your organization?
The logic would follow that if we have excellent employees, we should have excellent teams.
Unfortunately, some teams just don’t function well, and it’s usually due to some combination of poor leadership and low individual self-awareness. Leaders are the primary actors who must turn around dysfunctional teams.
Deidre Paknad, CEO of performance management company Workboard, cites five dynamics of low-performing teams that leaders must address: