The failure of teamwork in organizations

What really is teamwork? What do we call teams? Okay, let’s put the concept in proper perspective. Recently, a naming ceremony was taking place for a baby that God had just given to a cute couple in the neighborhood. And two friends arrived who had previously decided to contribute N20,000 each and give it to the baby’s parents. One gave his own N20,000 to his friend so that he could add his own N20,000 to make up the agreed N40,000.

Instead of adding his own N20,000, the smart friend simply put the N20,000 in his pocket, took his check and wrote “Pay Mr. Good Man the sum of N40,000”, even when he and his friend knew that he had. You have no money in your bank account! Would you call these two people friends? They are friends but not compatible. This shows that being friends does not automatically mean that the people involved are intimate. That’s why you have an expression like, “With a friend like you, I no longer need an enemy.” This means that the so-called friend referred to is already like an enemy.

Lack of specification

Like “Friendship”, a compound word that is used loosely in Nigeria, especially in the business environment, is “Teamwork”. Having teams in place or participating in teamwork without really defining the type does not automatically guarantee the success of the organization. Effective teamwork is the foundation of all successful management and a true and effective team is a living, constantly changing and dynamic force in which several people come together to work. Team members discuss their goals, evaluate ideas, make decisions, and work together toward their goals under strong and effective leadership.

Achieve business goals

In the words of Carole Sue Jones, an instructional and training design professional with a strong focus on management development, “Managers must be able to build effective teams and relationships to achieve business priorities and goals. They define success in terms of the performance of the entire team and will hold people accountable for the work they do. They need to balance that with the ability to provide the information their team members need to complete their tasks while helping them feel good. with the work they do, a fundamental task in productivity and team building. “

South Africa 2010 just concluded

If you watched the (Super) Eagles’ matches at the just concluded World Cup in South Africa, you would know that just having teams in place does not automatically guarantee success if the teams are not effective and committed. We saw uncoordinated teamwork in action. Ineffective teams are not seen metaphorically as teams or are seen literally as purposeless teams, in the same way that a cowardly man can be referred to metaphorically as a woman or literally as a fearful man.

It’s no wonder Jim Clemmer, the best-selling author of Pathways to Performance and The Leader’s Digest, says, “Despite all the great talk, the matching jerseys … calling a group of people a team doesn’t make it. into one. These groups are usually just a collection of people from the same department who meet regularly. Few of us have been fortunate enough to be part of a strong and united team. Giving everyone a shirt can produce warm and fuzzy feelings in the short term, but it rarely leads to a powerful and united team unless the root issues are addressed. An example of a root issue could be chronic animosity between managers who work with the team. “

Success factors

Setting ground rules and setting goals are just some of the guidelines that can help your teams achieve their goals, such as productivity improvement, process management, innovation, profitability, etc. According to Kevin Eikenberry, a leadership expert, “Everyone thinks teams are a good thing. Leaders like to team up. People, for the most part, believe in the value and purpose of teams …”

Equipment types

There are two basic types of teams created in organizations. There are soccer / basketball teams; and track and field equipment. The success of your organization depends on your choice between these two types and on how effectively you can manage the correct choice that you have fortunately made.

Soccer / Basketball Teams

These are teams that naturally require everyone to play as a unit. These teams naturally force people to cooperate and stay engaged in organizations because it is not possible to be successful only as individuals. I’m sure you know that we didn’t lift the FIFA U-17 World Cup that we organized last year because some players were selfish and trying to impress scouts. Ultimately, all the players lost the match together.

Track and field equipment

Track and field teams constitute the second type of teams in organizations. Organizations should avoid starting these types of teams because people will focus on individual success rather than committing to effective teamwork. Track and field teams are unconsciously created in organizations when individual efforts are predominantly rewarded rather than team efforts. Then the rivalry between the personnel will begin instead of a healthy competition between the different teams of an organization.

For example, we normally have the Nigeria team whenever we go to the Olympics. The team is usually made up of sprinters, jumpers, shot putters, distance runners, footballers, etc. Although the members or sub-teams are collectively known as Team Nigeria, they are not interdependent in their commitments when they get there as they aim for individual or sub-team success. This is because shot putters can be successful without jumpers, sprinters, or footballers. In track and field events, except relay events, athletes are not interdependent. Although the members of the soccer sub-team need each other to be successful, the soccer sub-team does not need other sub-teams to be successful because their abilities are different, even though all the sub-teams are the Nigeria team.

Parting words

Effective teamwork is critical to the success of any organization. Therefore, organizations must correctly set priorities and review them frequently; balance teams in search of strengths; Provide team members with proper guidance regarding overall corporate goals, etc. Above all, reward for individual performance should be discouraged, while team excellence should be rewarded.