Why Teams Work

When we discuss the qualities of a great team, there is often a mystifying intangible. In our language we may describe them as having good chemistry, or the team is dynamic. We know the team has certain qualities that make it great like good communication skills but we rarely stop long enough to understand the mechanics of good communication. We are just happy to be part of a functional team and get on with the work. Can teams like this be intentionally built? What if the workplace is toxic? Yes and YES!

What is noticeable in teams that are authentically functional and sustainable is that they balance structure and flexibility in their delivery of information. This balance can be described as linear/non-linear or formal/informal.

Most organizations have a fairly good understanding of linear and formal types of communication. These appear like internal communications plans and newsletters and external annual reports. Chances are, if your team is not functioning well, it is because the rich depth of informal communication is absent.

Storytelling is an emergent field within work organizations that includes the kind of informal sharing provided by blogs and other social networking tools. It can be as simple as a weekly shared lunch with the team, or a mentoring arrangement. Its combined significance is profound.

Storytelling is a sharing of experience and in order for it to work successfully it needs to have an audience of active listeners. I have witnessed even the most toxic situations dissolve with the careful application of these tools.

Just think about it: How could chronic issues in your work or home environment be resolved with the implementation of sharing, listening and learning?

Just do it: Try a peer pod meeting. Peer groups can meet to share a challenge, a success and a goal on a regular basis. Careful: active listening is not about fixing someone else or their project. It is about providing informal support by supportive storytelling environments. If you feel the person sharing needs to be challenged to grow, try phrasing your challenge as a question rather than a judgement. You may be surprised how much more accountable people become when they feel like someone is really listening.