As a consultant working with teams, I see firsthand the differences between low-trust, toxic teams and high-performing, cohesive teams. Working closely with leaders and teams to help facilitate a turnaround, the discovery session often begins with words like low morale, little engagement, loss of productivity, high negativity, group silos, and little communication. These team dynamics can be overwhelming for the leader, navigating and suffocating for the team members.

If you know a leader or team in this state, I welcome you to keep reading.

An all too familiar story of leader Mark and Emily's uncommon courage

Once, in a bustling construction firm, there existed a project management team led by Mark, a capable but indifferent manager. Despite their talents, the PM team members were trapped in a toxic work environment characterized by micromanagement, blame-shifting, and a lack of communication. With morale at an all-time low and productivity plummeting, it seemed as though the team was spiraling towards failure.

Amidst the chaos, Emily, a junior PM, couldn't bear to witness the decline any longer. Despite her apprehensions, she decided to confront the situation head-on. Summoning all her courage, she approached Mark and candidly expressed her concerns about the team's dynamics. To her surprise, Mark listened intently to her feedback, acknowledging the gravity of the situation.

Inspired by Emily's courage, Mark embarked on a journey of self-reflection and transformation. He realized that authentic leadership required more than just overseeing tasks; it demanded empathy, communication, and a willingness to foster a positive work culture. With newfound determination, Mark initiated open dialogues with his team, encouraging them to voice their grievances and aspirations.

A remarkable shift occurred as the team engaged in honest conversations and collaborative problem-solving. Walls were broken down, trust was rebuilt, and a newfound camaraderie emerged. With Mark leading by example, the toxic behaviors that once plagued the team gradually dissipated, creating a culture of respect, accountability, and innovation.

Over time, the team's efforts bore fruit as productivity soared, morale reached new heights, and camaraderie flourished. What was once a toxic team transformed into a tightly-knit unit, united by a shared vision and fueled by the courage to enact positive change. Emily's initial courage ignited a ripple effect, reminding everyone that with intentional leadership and collective effort, even the most toxic environments can be transformed into thriving communities of collaboration and growth.

Mark and Emily's team of PMs reflects team dynamics that are all too common in the workplace.

After working with hundreds of teams over the last decade, I've identified some standard terms that describe a low-trust team environment that captures the atmosphere and dynamics within the team. Here are some descriptors:

Distrustful: Characterized by suspicion, skepticism, and a lack of confidence in others' intentions or abilities.
Tense: Signifying a palpable sense of unease, discomfort, or anxiety among team members due to underlying distrust or conflict.
Fragmented: Reflecting a lack of cohesion or unity within the team, with individuals operating in silos and limited collaboration or communication.
Toxic: Indicating a detrimental or harmful environment characterized by negativity, backbiting, and interpersonal conflict.
Unsupportive: Describing an environment where team members do not feel supported or valued by their colleagues or leaders.
Closed-off: Suggesting more openness or transparency, with information hoarded or withheld, hindering effective communication and collaboration.
Inefficient: Refers to a lack of productivity or effectiveness within the team due to distrust, communication barriers, or a focus on self-preservation rather than collective success.
Stagnant: Describing a lack of growth or progress within the team, as distrust and negativity inhibit innovation, creativity, and risk-taking.
Reactive: Signifying a tendency to respond defensively or impulsively to challenges or conflicts rather than proactively addressing underlying issues.
Draining: Indicating that the atmosphere within the team is emotionally exhausting or draining, with constant tension and conflict taking a toll on morale and motivation.

These often emotionally weighty words paint a picture of a team environment lacking trust, hindering collaboration, communication, and overall effectiveness. Recognizing and addressing these issues is essential for rebuilding trust and creating a more positive and productive team culture.

We must acknowledge the pain of what's wrong before moving towards what's right.

Where do you begin to turn a team culture?

Authentic leaders facilitate the conversation more than focus on fixing the problem. Whether you are the leader or team member, you have a voice and a part to play in building an effective team.

Begin by reflecting on these teamwork questions that offer valuable insights into the dynamics and effectiveness of our team:

Where are we going: the motivation of a common goal?

Establishing a common goal is the North Star that guides our collective efforts and fuels our motivation. A clear destination instills a sense of purpose and unity among team members. We must regularly revisit and reaffirm our common goal, ensuring everyone remains aligned and inspired to contribute their best.

Who's got your back: the value of trust?

Trust forms the bedrock of our team's cohesion and effectiveness. Knowing that we can rely on each other creates a sense of psychological safety, enabling us to take risks, share ideas, and collaborate more effectively. Building and maintaining trust requires consistent communication, transparency, and integrity. By fostering an environment of trust, we create a supportive ecosystem where every team member feels valued and empowered.

Who's doing what: the importance of clarity of roles and responsibilities?

Clarity of roles and responsibilities ensures that each team member understands their contribution to the collective effort. When everyone knows what is expected of them, it minimizes confusion, reduces redundancy, and enhances overall efficiency. Regularly revisiting and refining roles and responsibilities based on evolving needs and circumstances is crucial for optimizing team performance and maintaining accountability.

What's working and what's not: how do we level-set working team dynamics?

Reflecting on what's working and what's not allows us to identify strengths to leverage and areas for improvement to address. We must create a continuous feedback and reflection culture where team members feel comfortable sharing their perspectives openly and constructively. We can identify opportunities to optimize workflows, resolve conflicts, and foster a more inclusive and productive working environment by periodically assessing our team dynamics, communication patterns, and collaboration processes.

In conclusion, these reflective questions serve as valuable checkpoints for evaluating and enhancing the effectiveness of our teamwork. Look for opportunities to begin the conversation to explore ways you would collectively answer these questions as a team. You can strengthen our collaboration and achieve tremendous success by prioritizing a common goal, cultivating trust, clarifying roles and responsibilities, and regularly assessing and adjusting our team dynamics. Your next step is the courage to start the conversation.

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