Ideas and methods to strengthen team dynamics

Since this is the time most members meet together, meetings are a great way to reinforce positive behaviours. As a leader, you role model what good looks like and set the standard. You will take the lead in looking for positive and negative dynamics at play and name them as they arise. Remind people of how you do meetings and refer back to the team charter or rules of engagement. When you understand the behaviours and personalities of members, it is easier to identify potential issues that could arise or, even worse, lead to poor team dynamic. Get to know your team personally and celebrate personal and professional success. Acknowledge when you see them try a new approach that is contrary to their natural style, name it when someone oversteps the mark. When your team members feel valued and included, they will feel motivated to work hard towards the business’s goals. 

For example. As a group you agree to ask questions of each others approaches or methods. When you see someone do this acknowledge it. Say, "Great, I like the way you positively challenged there. That takes courage." This positively affirms that the behaviour is warranted to everyone in the team.

Whenever you notice that one team member has adopted a behaviour that is negatively influencing the group, act quickly to address it. However, do not challenge it also in a negative way, but provide constructive feedback and show how their behaviour is having an impact on the team. This could be addressed in one of your team’s meetings, not necessarily individually, as this will reinforce the thought of the team as a unit. Ultimately, healthy conflict and productive discussions lead to effective problem-solving. 

For example. If a team member interrupts another team member mid flow say, "Hey, I appreciate you are passionate about this, but let's just hear XXX finish what they were saying before you jump in."

To ensure the success of your team, it is important that you help your team overcome the obstacles met on the way. As a leader it is important to name the barriers when they show up. If your team members don’t know each other well, or struggle to know their role in a group, they will soon lose focus or direction. Use team-building exercises, impromptu or planned, to help your employees know each other and encourage discussion. When new members join the group, commit to a get to know you session together to nurture an inclusive working environment. To define the group’s responsibilities, objectives and mission, create a team charter in the formation stage and make sure you remind people to check it regularly.   

For example. In a casual discussion you notice someone holding back or looking uncomfortable. Say, "This topic is really important but I am sensing some people are holding back. Does anyone else notice it? What's happening here?"  Naming what is going on or using intuition is a powerful coaching skill. It leads to curiosity and openness. Try it. If you can sense the barrier, others will too.

Effective communication is essential to strengthen your team's dynamics, so make sure that you and everyone in your team are communicating clearly. This includes all of the forms of communication that your group might use: emails, meetings, shared documents, or texts. This way you make sure you avoid ambiguity. As soon as there are changes, make sure you make the announcement; don’t let other people share bits of messages or else this will create a lot of confusion. Finally, make sure everyone in your team has a voice. There is nothing worse for a quiet or introvert person than the fear of sharing their ideas in front of their opinionated team members. 

For example. At the end of a discussion point, ask every member to share what they think has been agreed and what actions they are taking away. If this becomes the norm, everyone will be primed to not only communicate with clarity, but also listen with attention. You will see where the misunderstandings lie.