Challenges to teambuilding and how to overcome them
In the non-profit organization, there are many challenges in the team building process. Some challenges have been identified, and the management of the company should concentrate on different strategies to overcome them effectively. The elaboration of these challenges and strategies to overcome them is as under
a-The passion for the success of the mission can limit the vision and ideas of the staff
It has been revealed that there is a difference between senior and junior team members. Normally, senior team members seem certain of their ideas and passion to the success of the mission. On the other hand, it restrains junior team members to streamline new ideas and visions. Lack of priorities has emerged as a top challenge in the team building process. Ideas and decisions emerge from the top level, and the bottom line of the team has to compromise on it. It also limits the creativity and innovation, and senior team members may use the only traditional process to gain different outcomes. The best strategy is for this issue or challenge is to a make a good combination of teams. Different tasks, which are pertinent to skills and experiences, can be assigned to different team members to idealize the vision and mission and make outputs a predictable (Admin, 2016).
b-Lack of strategic planning
Lack of strategic planning is another big challenge in the team building process. For Instance, the company management ignores the long-term future development of teams. Instead of clarifying different objectives, the management focuses on current goals and objectives. It creates hurdles in large projects, as different team members usually have no idea about the performance improvement, collaboration, and sustainability. Accordingly, the best strategy for the company is to develop diverse groups of people. The purpose is to enhance the visibility of understanding and long-term relationship. To enable the long-term sustainability, considering several viewpoints is a good approach, as it can assist the company to streamline different aspects and use them in the strategic planning process (Admin, 2016).
c-Holding people accountable without ruining the built trust
Trust and accountability are two different factors, which make the team building process successful. Holding people accountable without ruining the built trust is a prominent challenge. For Instance, when the management investigates the individual performance, he may perceive the discrimination. Normally, when several team members are accountable, they may contain the negative perception. It impairs the trust, and which can hit the team sustainability. Obviously, the pertinent strategy to overcome this challenge is making some ground rules for all team members. It ensures the equality of the teams, and everyone seems responsible (Fernsler, 2017).
d-Poor communication
The poor communication is a challenge, which has been experienced in different teambuilding processes. Due to poor communication, misunderstanding occurs, which leads towards impaired individual and team performance. The poor communication usually occurs due to the high competition among team members. They do not want to share information to gain personal benefit. People usually work for self-interest, which reduces the visibility of effective communication. The performance of the whole team can be declined due to this challenge. The appropriate strategy to overcome this challenge is to keep the competition limited among members. It facilitates them to create the space for each other and communicate effectively in the best interest of both, team and organization (Kozikowski & Sharppe, 2016).
Opposition Discussion – the Naysayers
The role of Naysayers in the team building process is critical. Some organization considers it as a source to have different ideas. However, extremely negative attitudes have emerged as a resistance regarding the teamwork, performance, and sustainability. Several aspects are identified, which are as under.
e-Waste of time and money – (be sure to counteract the argument)
In the team process, people may depict negative attitudes. If a team member counteracts the argument, the whole team has to work on the points or aspects, which are derived from this counteract. People usually a want to create resistance to be prominent.
It causes the waste of time and money of the company. Instead of participating in the constructive debate in the team, Naysayers focus on the different issues, which a are not relevant. In non-profit organizations, the role of Naysayers creates barriers to the workability and performance improvement. Instead of wasting time and money on irrelevant things, all team members should move forward to attain the team objectives in an effective and lucrative manner (Maurer, 2014).
f-Not as effective as just plain teamwork
The smooth work in the team cannot be attained or justified due to these resistances by Naysayers. They can disrupt the team process repeatedly. Team management can contain the effectiveness through the sustainable workflow. However, the intervention of Naysayers puts the team on the back foot. It looks a big barrier regarding the plain teamwork.
Instead of just trying resolves issues in team process, the most important thing is to predict the behavior early and train these people to work on the same agenda. The plain teamwork can be justified through the positive attitudes of people in teams. Through predicting the behavior of people, the company management can diminish the role of these Naysayers to justify the plain teamwork. The plain teamwork refers the sustainability of the team performers, and limiting the contributions of Naysayers is a good trait to meet this purpose effectively (Maurer, 2014).
The team diversity is good for the company to streamline several key ideas. When building different teams, it is vital for the management to identify key issues or challenges, which can create some barriers in the team process and design some strategies to overcome. Identifying factors, which increase the team resistance, is a good initiative by the company to attain the plain work and success (Maurer, 2014).
References
Admin. (2016, March 2). Building Teams For Your Nonprofit. Retrieved from https://themarlocompany.com/building-teams-for-your-nonprofit/
Fernsler, T. (2017). Building a Sense of Team. Non-Profit World Organization, 35(3), 36.
Kozikowski, M., & Sharppe, R. (2016). Teaming Up for Success. Children and Libraries, 26-27.
Maurer, R. (2014). Stop me before I conduct another team building session. The Journal for Quality and Participation, 37(3), 13.
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