Factors For Team Conflict

Just as a Doctor is able to diagnose whether a person is healthy or not, based on an examination and a few strategic questions of the patient. I also, am able to identify the health of a team or determine the degree to which it is unhealthy, and what is required to bring it back to good health and high performance.

If you've ever wondered what you could expect to see in a team that is unhealthy. How they interact with each other at work, or in a sporting arena? I've listed only a dozen examples I've learnt over many years of successfully identifying the negative characteristics of Team low performance and how to effectively bring them back, to a new level of performance, team synergy & productivity.

The 12 Unhealthy Team Symptoms are:

• Blame Culture


• Meeting Avoidance


• Lack of Peer to Peer Respect


• Undermining Chain of Command


• Rumor Mongering


• Confrontational Communication


• Resistance to Change


• High Staff Attrition Rate


• High Staff Stress Leave


• Patch Protection


• "Us & Them" Culture


• Lack of Contribution to Team Problem Solving

...and, just for added values sake, here's another 3 for you...

• A "Me" rather than a "We" attitude


• Sabotaging of Previous Attempts to Correct the Team Problem


• Yelling at Each Other in Staff Meetings

Now... put all these pieces together, add people, stir for awhile (oh, they'll do that anyway!) allow nothing to be done to correct this till the late stages of "...I've had enough of this!" develops & sets in, and you have the perfect recipe for a team to successfully - self destruct!

Awesome how we can do this to each other and even sadder how common this is in the business world. Can it be rectified? Is it possible to recover from this? Can people heal their wounds and rise above the history they have between each other?

The answer is a resounding - YES!

Sure, it takes a special process and skill sets to successful bring the team through the difficulties they have with one another. It also takes a level of commitment from those in care of the team to be willing to commit to a long term solution and not a "quick-fix" which is so often the case.

If you recognise the symptoms as being present in your team, then the best thing to do is contact me, assuming you want positive change. In fact, to save you time, don't contact me unless you are committed to wanting the situation righted! The reason why I say that is because I am not willing to be another failed attempt that can be added to the teams list of "...we've tried this before!"

The diagnosis is this. The team can regain perfect health and back to working productively quickly and effectively. The question I have for you is "...are you willing to do what is necessary for the team to regain good health?"

I guess that is the question all General Practitioners ask of their patients "...are you willing to do what's necessary to recover from your ill health?" If you are - contact me.

email: col@ignition.org.nz