A mind blowing 97% of both employees and executives believe that a lack of team alignment impacts the results of tasks and projects negatively (Flair.com, 2024). So, let’s take a closer look at the power of effective teams and how we can improve our team dynamic.
In a recent mentoring session, my mentee shared a frustration: his head of sales was operating as a lone wolf, despite having two team members reporting directly to him. Using a rugby analogy, he described it this way:
“He’s got the ball and is racing towards the tryline. His team are in a line running beside him. Yet instead of passing, he insists on getting the ball over the line himself. He may end up scoring the try but his team is left feeling redundant and excluded from the win.”
This type of scenario isn’t rare in the workplace. Inspired by the rugby theme, I asked my eldest son —a professional rugby player in the UK— about the pros and cons of being part of a team and what it takes to reach full potential as a squad.
Band of brothers
He described a “band of brothers” effect, where everyone operates as one, fully invested in shared success. Motivation is naturally high, but they rely on different roles that maximize their unique strengths. Yet, the team-first mentality also brings pressure — not letting each other down and occasionally having to pick up the slack if a player is off their game. However, that turns into a pro if that’s you! The key ingredients for success, he said, are relentless training, brutal honesty, and constant performance reflection.
Never a solo approach
My youngest son is an MMA fighter in Australia. Yes, my constant concern is that they get through the day injury free. But whilst he is alone in the ring during a fight, the whole approach is team led. His coach, his mentor and training partners are all integral to a win plus he carries the responsibility of representing his gym. If he loses, they lose with him and vice versa.
In a previous Elite article, Michael K. Krajewski emphasised why a refined hiring process is essential to build a team with complementary skills. It’s also crucial to recognise early signs of a mis-hire and take prompt action when someone doesn’t fit. The head of sales referred to earlier no longer works for my mentee, which brought a feeling of relief to the whole team.
What causes negative team dynamics?
Unsurprisingly, many things can cause a negative team dynamic. So, I have focused on the three most common reasons that I encounter working as a mentor with SMEs and a mentoring trainer in the workplace:
- Insecurity, imposter syndrome or generally feeling inadequate
- Personal agendas are prioritised over the team and company
- The inability to accept any form of feedback unless its positive along with the inability to reflect honestly
These challenges can be managed when leaders adopt a mentoring approach. By engaging in one-on-one conversations, actively listening, and setting clear, incremental goals, managers will create a more cohesive environment.
The value of a mentoring approach in building effective team
Mentoring brings a powerful influence to the dynamics of a team encouraging a sense of belonging and mutual accountability with open communication, constructive feedback, and active individual as well team development. This ethos of not letting the side down forms the backbone of a strong team dynamic, where every member’s success contributes to the group’s overall performance.
So, if you take only one thing away from this article it’s this: Mentoring techniques are more likely to result in happy productive people who are committed to each other which will positively reflect in your results sooner rather than later.
