I am 100% sure you must have heard that cohesive teams are the backbone of a successful organization. They can achieve remarkable feats, surpassing the capabilities of even the most talented individuals. So, what makes a team cohesive, and what are the five key behaviors that drive this cohesion?
Well. Before we dive in, let me ask you some basic questions?
- Is Your Team Working Together Effectively?
- Do Your Team Members Trust and Communicate Well with Each Other?
- Is Your Team Committed and Accountable to Achieving Goals?
If you had said “Yes” for the above Three questions, then congratulations – but you also need to understand how to sustain this momentum. This is where the Five Behaviors of a Cohesive Team comes into play.
Cohesive Teams
Cohesive meaning something that sticks together literally or figuratively
The Meaning of a Cohesive Team
In summary, a cohesive team is not just a group of people working together; it is a group that operates with a high level of trust, embraces healthy conflict, commits to decisions, holds each other accountable, and is results-oriented. Such teams are more likely to accomplish their goals and adapt to changes efficiently.
What is a Cohesive Team?
It’s nothing but a group of individuals who work together seamlessly, harmoniously, and effectively towards a common goal. In such teams, members feel a sense of belonging and trust among each other. They willingly collaborate, communicate openly, and support one another. This cohesion enables them to overcome challenges, make better decisions, and ultimately achieve superior results.
I have always felt this way leading my team, the way they respond and behave shows that we are all one and a damn united team. If you ask, it is also the way you respect and build that trust over time, as it cannot be done in a day or two.
You know what, it’s easy to say, hey this is our goals, and we must achieve as a manager, yeah that’s your team’s job, and they will do it either today or tomorrow – maybe it can take a bit more time. But do they have the passion to achieve that – yeah that makes it a great cohesive team!
The Five Behaviors of a Cohesive Team
1. Trust
Trust is the foundation of any cohesive team. Team members must feel safe sharing their thoughts, opinions, and concerns without fear of judgment.
This trust creates a bond that allows individuals to be vulnerable, admit mistakes, and seek help when needed.
For Example: In a cohesive team, team members trust each other’s expertise. For instance, if an intern or a new employee in your office encounters a problem, they trust that their colleagues will provide assistance or guidance without hesitation.
2. Conflict Resolution
Cohesive teams do not avoid conflict; they embrace it constructively.
Healthy debates and discussions lead to better decisions. Team members are not afraid to voice their disagreements, knowing that it’s for the greater good of the team and the project.
For Example: A cohesive team in a may have a passionate debate about which strategy to pursue. They argue their cases vigorously but ultimately decide on the best approach through consensus.
When you lead projects, you’ll have plenty of discussions with your team and stakeholders. Your skill in handling these difficult discussions will determine your effectiveness as a leader or project manager.
3. Commitment
Once a decision is made, cohesive teams commit to it wholeheartedly. They take ownership of their choices and actions, even if they initially disagreed with the decision. This commitment ensures that everyone works towards the same objectives.
For Example: In a cohesive team, if a product manager decides on a particular feature for a new software release, the entire team aligns their efforts to deliver that feature on time and with high quality.
4. Accountability
Accountability means holding oneself and others responsible for their actions and results. In cohesive teams, members take ownership of their responsibilities and do not pass the buck.
This behavior fosters a culture of reliability and trust.
For Example: When a project manager assigns tasks in a cohesive team, team members take personal responsibility for their tasks and meet deadlines without excuses.
5. Results Orientation
Cohesive teams are driven by a shared commitment to achieving results. They prioritize the team’s goals over individual interests and recognize that the success of the team translates into individual success as well.
For Example: A Customer Services team in a cohesive organization focuses on achieving their monthly, quarterly SLA’s collectively, celebrating victories together, and working as a cohesive unit to address any setbacks.
(SLA = Service Level Agreement)
An Example of a Cohesive Team
I liked this example from PMBOK 7th edition page# 68 under 3.6 DEMONSTRATE LEADERSHIP BEHAVIORS hence sharing it here.
If a sponsor articulates clear priorities, then a technical lead opens the discussion for delivery options, where individual contributors assert pros and cons until the project manager brings the conversation to a consensus strategy. Successful leadership enables someone to influence, motivate, direct, and coach people under any condition. It also incorporates characteristics derived from an organization’s culture and practices.
The Five Dysfunctions of a Team: A Leadership Fable is a book by Patrick Lencioni explores the challenges and dysfunctions that can plague teams.
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The Five Dysfunctions of a Team: A Leadership Fable
Amazon Rating: 4.6/5 (4.1 on Goodreads)
Author: Patrick Lencioni
Publisher: Winsome Book India; 5967th edition (January 1, 2009)
Rank: #108 in Business Management & Leadership (Books)
Best Sellers Rank: #2,530 in Books
Five dysfunctions that commonly plague teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results
In the book, the author identifies and discusses the following five dysfunctions of a team:
- Absence of Trust: This is the foundation of the pyramid of dysfunctions. Without trust among team members, they are unwilling to be vulnerable, share their thoughts and ideas openly, or admit their mistakes. Trust is essential for effective teamwork.
- Fear of Conflict: When there is an absence of trust, team members are often afraid to engage in healthy conflict. They avoid disagreements, which can lead to superficial and unproductive discussions, and ultimately hinder decision-making. (This is very very real, did one of your best performer has become quiet)
- Lack of Commitment: When team members are unable to engage in open conflict, they may not genuinely commit to decisions made within the team. This lack of commitment can result in a lack of buy-in and enthusiasm for the team’s goals.
- Avoidance of Accountability: Without commitment to decisions, team members are less likely to hold themselves and each other accountable for their actions and results. This can lead to a lack of responsibility and ownership within the team.
- Inattention to Results: The ultimate dysfunction occurs when team members prioritize their individual or departmental interests over the collective goals of the team. When individuals focus on personal success at the expense of the team’s success, the team’s performance suffers.
The book is good read for leaders and team members. It also provides some practical strategies and recommendations for addressing these dysfunctions and building cohesive and high-performing teams.
Conclusion
To conclude this topics, cohesive teams are the backbone of high-performing organizations. By understanding and fostering the five behaviors of a cohesive team—trust, conflict resolution, commitment, accountability, and results orientation—businesses can build unity among their employees and unlock their full potential.
These behaviors not only promote teamwork but also contribute to the overall success and longevity of an organization. So, in the pursuit of excellence, remember: teamwork truly does make the dream work.
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