Barriers to Team Progress

  • Insufficient training. Teams cannot be expected to perform unless they are trained in problem-solving techniques, group dynamics, and communication skills.
  • Incompatible rewards and compensation. In general, organizations make little effort to reward team performance. Because of a strong focus on individual rewards it is difficult for individuals to buy into the team concept. Similarly, performance appraisals do not accept input from peers or team members.
  • First-line supervisor resistance. Supervisors are reluctant to give up power, confident that they can do the work better and faster, are concerned about job security, and are ultimately held responsible.
  • Lack of planning. A lack of common direction or alignment on the use of collaborative efforts, internal competition, redundancy, and fragmented work processes all prevent team progress.
  • Lack of management support. Management must provide the resources and “buy into” the quality council/sponsor system.
  • Access to information systems. Teams need access to organizational information such as business performance, competitive performance, financial data, and so forth.
  • Lack of union support. Organizations need union support for the team to be successful.
  • Project scope too large. The team and organization are not clear on what is reasonable, or management is abdicating its responsibility to guide the team.
  • Project objectives are not significant. Management has not defined what role the team will play in the organization.
  • No clear measures of success. The team is not clear about its charter and goals.
  • No time to do improvement work. Values and beliefs of the organization are not compatible with the team’s work. Individual departmental politics interfere with the team’s progress. Management has not given the team proper resources.
  • Team is too large. The organization lacks methods for involving people in ways other than team membership.
  • Trapped in groupthink. Team members all have a mind-set that no actions are taken until everyone agrees with every decision.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

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2 Comments (+add yours?)

  1. Vorlak (NEAK)
    Nov 28, 2010 @ 09:44:33

    Thank you so mcuh that you share this article with us. 🙂

    Reply

  2. sweatha
    Aug 11, 2015 @ 03:05:20

    thank you

    Reply

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