22 Oct Team Dynamics: One Size Doesn’t Fit All
Have you ever been part of a team that just clicked, while others seemed to struggle to find their rhythm? Or perhaps you’ve noticed how the management style that works wonders in one company completely misses the mark in another. You may have even felt your team’s potential being held back, like it’s stuck in organisational quicksand, or wondered why some teams thrive in certain structures while others struggle. If any of this sounds familiar, you’re not alone – and you’re in for something interesting.
Next Wednesday’s OD Cafe we will be exploring “Team dynamics in different organisational structures: Collaborating for effectiveness”. This promises to be yet another thought-provoking exploration of what makes teams tick (or not) in different organisational setups.
Why One Size Doesn’t Fit All
Organisational structures play a big role in shaping how teams collaborate, communicate, and perform. As we prepare for the upcoming OD Café, we’ll explore how different structures influence team dynamics and how teams can overcome the unique challenges they face in each setting.
1. Personal Enterprise Smaller, founder-led organisations are agile but centralise decision-making, limiting team autonomy. Communication can be direct, but teams may rely heavily on leadership for direction. Challenge: How can teams in personal enterprises balance the leader’s vision with their own decision-making?
2. Programmed Machine In hierarchical organisations, the focus is on efficiency and consistency. Teams operate within tightly defined roles, which often limits creativity and lateral collaboration, stifling innovation. Challenge: How can teams innovate within a rigid structure that prioritises efficiency?
3. Project Pioneer Teams in project-based organisations are fluid and cross-functional, which encourages creativity. However, the constant reformation of teams makes it difficult to establish trust and cohesion. Challenge: How can teams foster trust and cohesion in environments where collaboration is always shifting?
4. Professional Assembly In expert-driven organisations like consultancies, individuals often prioritise their own expertise over collaboration, leading to silos and conflicting priorities. Challenge: How can individual experts align their efforts towards common team goals rather than focusing solely on their own expertise?
Join Us to Explore:
– How can we foster collaboration in rigid, hierarchical structures?
– What strategies help build trust in temporary project teams?
– How can leadership empower teams in personal enterprises to exercise more autonomy?
– How can we balance expertise with collaboration in professional assemblies?
We look forward to exploring these dynamics in depth at the OD Cafe and discussing practical approaches to improving team success, no matter the structure.
Written by: Mbali Masinga
Sorry, the comment form is closed at this time.