Why teams with shared goals still struggle
Ever wondered why teams with a shared goal can still hit roadblocks?
In our work with executive and operational teams we often witness tension between people who are wildly in agreement about the outcome they are trying to achieve. The team are clear on their mission and purpose. They want the best outcome for stakeholders. They often also like each other personally.
And yet…
When it comes to approaching a problem, thinking through a complex issue, or making a potentially controversial decision, they find themselves speaking completely different languages, and feeling incredibly frustrated.
You have probably experienced this yourself—some of the team are gathering tons of data, others are tossing out wild ideas, while a few charge ahead with their own plans. And let’s not forget the re-prosecution of the decision popping up in emails after meetings!
It turns out, there is magic in diversity. Teams comprising varied approaches to engagement, decision-making, and problem-solving are often the most successful. It’s not about everyone being the same—it’s about balancing different strengths. Finding this balance takes a bit of effort, but it’s worth it.
So, how do you work out where preferences lie, where there might be ‘blind spots’ in your team, and how you can work together in a way that brings out your collective best? Strength-based tools like the Team Management Profile help teams understand each other better, and turn those “Aha!” moments into actionable strategies.
We love guiding teams through this journey of discovery. It’s all about unlocking potential, and it’s a lot of fun. We’re also yet to find a team who haven’t chosen to implement the strategies we’ve identified along the way, and felt closer, more in sync, and more productive as a result. Ready to see the lightbulbs go off?
