What makes a team effective

Based on Google research on their executives, team leads and team members to determine the key dynamics of what makes a successful team, Google concluded that the best teams were effective because they worked together well, regardless of who was on the team.

From Google's conclusion about the traits of best teams:

1. Psychological Safety

Psychological safety is about the environment. It's about creating a safe culture in which team members feel "safe" enough to take an interpersonal risk. Encouraging team members to voice their opinions, even if it goes against the group, can be risky. However, teams that exhibit high psychological safety encourage risk-taking. Plus, when team members take risks, they aren't viewed as disruptive, disrespectful or incompetent.

When teams promote psychological safety, there is a free flow of ideas, which can lead to better outcomes. You can ask for help without fear of retribution or adverse impact to your reputation. Team members feel comfortable asking questions and sharing opinions, which can lead to healthy debate and help the team thrive.

2. Dependability

Dependability is about accountability. It's about reliability. It's about trust.

When everyone on the team is accountable, reliable and trustworthy, the team succeeds.

How many teams have you been on when one person shirks responsibility? We've all seen it before. A team can crumble when even one person can't be trusted to do the work. On a highly dependable team, every team member can trust that high quality work will be produced on time.

3. Structure and clarity

All teams need structure and clarity, so long as rules are not too rigid that they stifle progress.

When teams have structure and clarity, there are specific and clear performance standards and directives for the team to work and achieve. With these inputs, team members understand their function, purpose, expectations and performance objectives.

With structure and clarity, specificity is key. Team members will thrive when they have goals that are clear, specific and transparent so they know what is expected of them. For example, at Google, Objectives and Key Results (OKR's) are a management tool used to establish and communicate both long-term and short-term goals. Some teams even establish a common vocabulary to start introducing norms that reflect the team identity.

4. Meaning

No one wants to work in a job or organization without meaning or purpose. So, you can imagine how a team member feels working on a team without either meaning or purpose. There are many ways to create meaning within the construct of a team. For example, you can create meaning in the work itself or in the final product.

Google found that other ways to create meaning in work include creating financial security, supporting one's family, helping the team succeed, or exhibiting self-expression.

5. Impact

Work is about creating value and impact for others. Team members want to know - from their subjective perspective - that the work they are doing is creating impact. Also, team members want to feel that the team's work is helping to advance the organization's overall goals, mission and impact. Reserving time for each team member to reflect on their impact can be a valuable exercise to further purpose and meaning as well.

Source: Forbes

Signs of a Dysfunction team

Creating a team is easy. Molding them into an effective team can be very challenging. And once you have a dream team, it can be destroyed in an instant. So watch out for signs of a Dysfunction team before it is too late.

1. Absence of trust

Team members are afraid to be vulnerable with each other. They're not willing to admit they may have made a mistake, not delivering or don't have answers.

The fix: Building trust takes time, but leaders should use tools to help the teams learn more about each other and grow their trust. Leaders can demonstrate their own vulnerability as an example to the team.

2. Fear of conflict

Team members hold back from expressing their opinions and are reluctant to engage in healthy debate.

The fix: Remind team members that conflict is healthy and encourage them to focus on the ideas or solutions, not the problem or people. Where possible, allow conflicts to resolve organically and demonstrate the desired behavior.

3. Lack of commitment

Because they are afraid of conflict, team members can be reluctant to buy in to decisions and commit to them.

The fix: Set clear deadlines and expectations. Encourage the team to close off and resolve outstanding issues and make their own commitments to achieving results.

4. Avoiding accountability

People don't take personal responsibility - or hold others accountable - for delivering results and may miss goals and deadlines.

The fix: Make goals and commitments public and ensure clarity around personal responsibilities. Monitor progress consistently and help team members identify and overcome blockers.

5. Inattention to results

Team members are less interested in team results than their own personal agenda, career enhancement, and achievements.

The fix: Ensure that results are shared publicly and attributed to all the team members rather than a few individuals. Reward desired results and reinforce the importance of holistic approach from the team.

Credits: Patrick Lencioni, ArcTree

What does a good team mean

Try to build a good team. What does a good team mean? Below is a quote from one of Jack Ma's speech:

A good team does not mean you hire excellent people from Harvard or from a multinational or from Fortune 500 companies.

Hire the right people, not necessarily the best people. The way to get the best people is always you train them. There's no 'best people' in the market, the best people for you are always the ones you trained yourself. So, I say if you hire the people who are very good but not suitable to you, it's just like you are putting a Boeing 747 engine into a poor tractor. Neither of them is happy. The engine's not happy, the poor tractor's not happy. So find the right people.

Source: Jack Ma, Tech in Asia

For the case of Pasti Nyala, if we cannot find the right people or right talent, we might as well train and develop them into the right people, provided they are willing to learn, contribute and be part of the team.

Creating a good team is just a start. I want to make a great team. For my fellow team members, please instill the following pointers:

What makes a good team GREAT?
1. There must be a strong desire to win.
2. A team wants to be the best in every situation.
3. Respect for the leader and each member.
4. Supporting and helping each member and avoid unhappy people.
5. Honesty is integral to any great team.
6. Great teams think out of the box strategy.
7. Remaining calm under pressure.
8. A team needs to take responsibility.
9. A team willing to take calculated risks.
10. ADAPTABILITY to learn and to change.

Suggested reading: Jack Ma's factor