Team Building Seminars: Why New Teams Struggle

With over 25 years of research and experience,to be a team member when fight or flight
we have observed countless groups struggle withbehavior is exhibited. Unless the team is
activities in our Team Building Seminars. Theseorganizationally mandated to remain in existence,
groups all had the same common denominators,this dissatisfaction and frustration among the
whether they were strangers or intact workmembers will cause it to perish.
teams, that became apparent during the firstStereotypingNew groups are particularly
activity in which they were asked to worksusceptible to this struggle when individual
effectively together.At least four issues weredifferences recognized and taken into
found to inhibit these start-up groups fromconsideration, or generalizations about motives
functioning as a team:Task fixation, processand behaviors are made about the members of a
blindnessgroup?The first common stereotypical behavior to
Power strugglesemerge, that we observed, was in male/female
Fight versus flightroles. More often that not, females are given a
Stereotypingsecondary role, are not allowed to perform
Task Fixation, Process BlindnessIndividualphysical tasks like lifting other, and are listened to
members justify any behavior as okay if itonly as a last resort. A more subtle stereotyping
contributes to achieving the end-product -occurs when physical size is equated with
successful completion of the tasks needed instrength, balance, and athletic agility. Often, the
achieving the goal. Little or no concern waslargest male is often forced into the position of
exhibited for how the group functioned during thelifting, carrying, or pulling others even when
(teambuilding) goal - the process. We were able toactivities in later exercises prove this stereotype,
magnify this view by placing time limits onequating size with strength, is false.We are
performance of our exercises within the teamconstantly amazed, after only a brief introduction,
building seminar.With this view, any means justifyhow quickly generalizations are made about
the end, like sacrificing team members, formingindividuals. These stereotypes serve as blinders
sub-groups to the exclusion of others, or notand keep the group from using all the resources
getting the commitment of all team members,available to the team.Action Items for Start-Up
are justified under the rubric of getting the taskTeams1. Jointly define how the group will
accomplished: "We had to do that to get the jobfunction.The challenge for a new group is to
done." Who can argue with success, even if thereestablish a way of operating that will allow
were casualties along the way? You can, if youprocess issues to be noticed, discussed, and taken
were one of the casualties.In a new group that isinto account as the group works on the tasks to
fixated totally on task success, individuals focusbe accomplished. New groups could profitably
on their own needs to the exclusion of the needsinvest time in talking about some key issues:How
of others. There is no support, recognition thatshould we function as a group
individual differences are a potential benefit,How should we make decisions
deferring of egos, brainstorming, seekingWhat do we expect from one another
commitment, or flexibility. However subtle orHow will we monitor our process so that it
covert, selfish competition is justified asdoesn't become a problemGroups that become
necessary to expedite the achievement of thecohesive and maintain effective teamwork
goal.balance attention to tasks and to process issues.
Power StrugglesInternal conflicts generally makeEffective team members do not fixate on either;
up part of the dynamics when establishing a newthey monitor both and openly discuss needed
group. Leadership: do we need a leader, who isimprovements.2. Create a win-win
going to lead, or will we follow the appointedatmosphere.When teams are functioning
leader? Teams asked to perform leaderless taskseffectively, disagreements or differing views are
or act as a volunteer group struggle most withexplored not to declare any one view the winner,
issues of leadership. In many of our team buildingbut to seek the best decision. A team, where the
seminars, groups explain that many of ourfree flow of information is promoted, creates not
exercises would have been easier if we hada win-lose environment but an environment
appointed a leader. Yet, after havingencouraging discussion that leads to better
experimented with appointing a leader, wedecisions than any of the original positions
observed the group's behavior remained thepresented.The group will go through a phase when
same. The only difference is that one person, thepower struggles predominate unless the leader or
leader, becomes frustrated by his/her inability toa team member establishes a mode of operation
get the groups cooperation and the battle forand has courage to point out when power
influence and power still continues.Dominantstruggles are occurring within the team.Functioning
individuals scramble to be recognized and gainteams realize that leadership can shift from one
influence with others. Disagreements over ideasto another member of the team depending on
quickly are positioned as win-lose alternatives.the task at hand. The designated leader knows
Accepting my ideas mean rejecting yours. Wethat leadership can be shared or transferred
have seen high-achieving executives' egos keepwithout any loss of power.3. Manage fight or flight
them from "dimming their headlights" andbehavior.Teamwork means managing fight or
deferring to other team members.Who's in andflight behaviors so they do not become
who's out is another conflict which often exists ascounterproductive. All members take the
part of the dominant-individual struggle. Cliques,responsibility for monitoring these behaviors and
groups within groups, and "We" versus "Them"focus the group's attention on resolving them
are terms used to describe this situation. In newwhen they occur.4. Test out your assumptions
groups this struggle is fostered by the need toabout team members.Teamwork demands clarity
find someone who will support your (teambuilding)with regard to what each member wants, needs,
ideas. Once found, the divisiveness of positions orand is willing to do. No assumptions are made or
lobbying for a majority vote starts. The "outs"left unchecked. Profitable time can be spent
resent the "ins" and will resist their ideas, sabotagediscussing each team member's answers to these
their plans, or simply refuse to be fully functioningthree questions:A. What should other team
members of the team.members do more of because it helps me be a
Fight or FlightLikewise, in many of our teammore productive team member?B. What should
building seminars, the following fight or flightother team members stop doing because it
behaviors were observed:Unwillingness to listen tohinders my productivity and contribution as a
othersteam member?C. What should other team
Fear of speaking up or fighting for a positionmembers start doing because this will help me be
Low trust in other members, causing withdrawala more active and contributing member of this
Taking the task too lightlyteam?An effective team building seminar will
Little group planningclarify the various roles of team members and
Non-involvementprevent stereotypes and assumptions from
Silence as preferable to vulnerabilityRegardless ofdetermining the group's behavior.If you would like
the behavior, the result is the same: the teamto learn more about a Team Building Seminar, and
loses resources, energy, and creativity. Decisionshow it can help your team operate more
are made and plans are implemented with lesseffectively, please contact a CMOE Regional
than total group input and support. It is frustratingManager. You can reach them at (801) 569-3444.