Can a Team Succeed in a System that is not Structured for Team Success?
Catherine Mercer Bing’s new book, Many Cultures One Team: Build Your Cultural Repertoire, contains many real-world examples of teams she has worked with and helped to understand and avoid situations that detract from team effectiveness.
Following is an example of a team that has serious challenges due to an organizational misalignment.
Recognizing the Value of Employees’ Work
The leader of a cross-functional team is having difficulties getting certain team members to focus on the work of the team. It is nearing the end of the budget year, and the team leader is concerned that she will not get a bonus because the team is missing milestones. Team members tell her they are busy and cannot spend as much time right now on achieving the outcomes of this team.
Impact on the Team
Since the compensation scheme is such that the bonuses are individual, at the end of the performance year, each team member focuses more on individual results than team results because that is what is recognized and rewarded by the organization.
If you were a consultant or coach, what would you advise the team leader?
What questions might give you information about organizational alignment factors that could negatively impact the team’s performance?
Stay tuned for more excerpts from Many Cultures One Team: Build Your Cultural Repertoire, a new book on teams by Catherine Mercer Bing. Future blogs will provide examples of team issues and ask readers to comment on what is happening and to discuss possible mitigations. We hope you join the group of readers/responders.blog comments powered by Disqus