29 Aug From Playing a Solo Game to Playing Together

In a world constantly evolving with new ways of work, shifting needs, and market changes, one thing remains consistently relevant: the need to work together. Collaboration lies at the heart of how organisations achieve their goals, yet, just like the kid on the playground who wants the ball all to himself, many of us struggle with the nuances of teamwork, whether it’s sharing a space, information, or simply working effectively within a team that is often diverse in nature.

At WorldsView Academy, we frequently receive inquiries from individuals about team development, not necessarily from those looking to bring in their teams, but from those interested in refining their own collaboration skills (so I’ve concluded). Naturally, our in-house programmes work with actual teams, as they are designed to be contextual, addressing the specific dynamics of each team. It’s challenging to maintain a great deal of contextual relevance with a cohort of 15 delegates from different organisations. However, these individual inquiries sparked a thought: How might individual/public team development programmes add value, and for who?

These individuals recognise that being a strong team player or leader isn’t just about the team-it’s also about personal growth and self-development. It’s like the idea of “working on myself” before entering a new relationship, once you’ve developed some self-awareness, the next step should involve learning how to effectively engage with others. The question then being “how do I bring my best self into every team setting?”

Who Should Consider Individual Team Development?

Reflecting on what a public team development programme might look like, I began thinking about who might benefit from such an offering. Here are some my thoughts in exploring who might find value in individual-focused team development:

1. A solo contributor or specialist: Many professionals get promoted because they excel in their individual roles, not necessarily because they’re skilled in managing people. The shift from specialist to team player or leader is not always straightforward. Skills like teamwork, communication, and understanding team dynamics don’t always come naturally, and this is where focused learning can make a significant impact. Understanding how to navigate these dynamics is essential if you want to truly influence and drive success within a team.
2. All team members: Whether you’re a manager, team leader, team member, or a freelancer constantly shifting between projects and teams, understanding the principles of effective teamwork is crucial. Skills like managing conflict, embracing diverse work styles, and fostering collaboration are invaluable, no matter your role. Getting better at “teaming” can dramatically enhance not only your performance but also the overall effectiveness of the team.
3. Any organisation using teams: Too often, organisations simply assign people to teams and expect them to know how to collaborate effectively. However, teamwork isn’t just about bringing individuals together, it’s about creating cohesive units that work towards common goals. Investing in team development helps organisations cultivate a culture of collaboration where people are equipped to engage meaningfully with one another. In practice, because team compositions change frequently as people come and go, there should be an opportunity for individuals to enhance their “team skills” independently. This way, people don’t need to wait for a formal team to be formed before developing their collaboration skills, they carry these skills with them, making every team they join more effective.

Should team development be in the professional toolkit for professionals?

Perhaps there’s a need and appetite for empowering individuals with these skills as part of their professional toolkit and have them ready to apply them in any team they encounter. Rather than viewing team development programmes as something reserved for formal teams, we might consider it a core skill set for all professionals, allowing them to “team” effectively whenever they join a team.

I’d love to hear your thoughts on this. How do you think organisations and individuals can better equip themselves for effective teamwork? If it’s not “team development”, then what is it? What would you call a public team development programme, where we learn about team dynamics and collaboration skills, helping us work better with others, no matter the setting?

Written by: Mbali Masinga