We all have dysfunctions; I have them, you have them, yes we all have them!

According to psychologist Janet Kizziar, Ph.D, some examples of dysfunctions are:

• Difficulty in accurately identifying and expressing feelings
• Perfectionism, having unrealistic expectations of self and others
• Having an unwillingness to change
• Having a constant need for approval
• Awkwardness in making decisions
• Feeling powerless and ineffective
• Avoiding conflict at any price

Some people can’t leave the house on a Tuesday. Some people need to check that they unplugged the iron at least 5 times before they can leave the house. Me? Well I don’t like the food on my plate to touch! Do you remember the compartment trays we had in school? Those are my favorite! They keep everything separate and in its place. No corn touching my potatoes for me!

Whether you consider these things to be a control thing, obsessive-compulsive or just weird and quirky they are all dysfunctions!

Yes we all have dysfunctions. In our daily lives we learn to deal with them. They can be distracting even detrimental to the way we function but we do learn to deal with them.

Dysfunction in the workplace is another matter for here it creates crisis. It is a poison to the Team and will ultimately bring your business crashing down around you!

The definition of dysfunctional is characterized by a breakdown of normal or beneficial relationships between members of a group; functioning badly or incorrectly; a disturbance in the functioning of a group.

Dysfunctional relationships do not work normally and are not happy or successful.

Is this what you want from your Team?

Like it or not, all teams are probably dysfunctional, at least to some degree. This is inevitable because Teams are made up of imperfect human beings. Politics and confusion are more the rule than the exception, regardless of what Team you are on. Facing dysfunction and focusing on teamwork is particularly critical at the top of an organization because the executive team sets the tone for how all employees work with one another.

There IS a cure for dysfunction! Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster. Too many executive teams do not want to put the time or energy into improving their Team dynamics. This is a shame because it puts the entire organization at risk.

Addressing the Dysfunctions

To begin improving your team and to better understand the level of dysfunction you are facing, ask yourself these simple questions:

• Are team members allowed and encouraged to voice their opinions?
• Are team meetings planned, organized, structured and productive?
• Does the team come to decisions quickly?
• Do team members confront one another about their shortcomings?
• Do team members sacrifice their own interests for the good of the team?
• Are politics and personal agenda’s kept at bay?

Although no team is perfect and even the best teams sometimes struggle with one or more of these issues, the finest organizations constantly work to ensure that their answers are yes.

The first step toward reducing politics and confusion within your team is to understand that there are specific dysfunctions to contend with.
What are your dysfunctions?

#1: I don’t trust you!

This occurs when team members are unwilling to be honest with one another and are unwilling to admit their mistakes, weaknesses or need for help. Without a certain comfort level among team members, a foundation of trust is impossible.

#2: Conflict is difficult

Teams that are lacking on trust are incapable of engaging in open and honest debate about key issues, causing situations where team conflict can easily turn into personal attacks and back stabbing comments. In a work setting where team members do not openly and freely voice their opinions, inferior decisions can be the result.

#3: Lack of Commitment on everyone’s part

Without honest and open debate, and a sharing of ideas, it is difficult for team members to commit to decisions, creating an environment where the ‘who cares’ attitude can prevail. Lack of direction and commitment can make employees disgruntled.

#4: I’m not accountable, don’t look at me!

When teams don’t commit to a clear plan of action, when the leader won’t step up and take accountability, even the most focused and driven individuals hesitate to call their peers on actions and behaviors that may seem counterproductive to the overall good of the team.

Team members naturally tend to put their own needs (ego, career development, recognition, etc.) ahead of the collective goals of the team when individuals aren’t held accountable. If a team has lost sight of the need for achievement, the business ultimately suffers.

The Functional Team

Having a strong, dedicated, vibrant and cohesive team is one of the few remaining competitive advantages available to any organization looking for a powerful point of differentiation. Functional teams avoid wasting time talking about the wrong issues; assigning blame and revisiting the same topics over and over again because of lack of buy-in. Functional teams also make better, smarter decisions and accomplish more in less time and with less distraction and frustration. Employees rarely leave organizations where they are a viable, important and appreciated part of a cohesive team.

Successful teamwork is not about some elusive theory you read about in a book, but rather about embracing common sense with discipline and persistence. Teams succeed because they are comprised of dysfunctional humans, who have learned how to be functional. Members of functional teams overcome the natural tendencies that make teamwork so difficult.

No team is perfect, I continue to struggle with the food on my plate touching, but by setting up boundaries and establishing guidelines so your Team can accomplish tasks, get results and minimize dysfunctions you are well on your way to creating a Functional Team.

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Reference
1 When You Grow Up In a Dysfunctional Family by George A. Boyd © 1992
http://www.mudrashram.com/dysfunctionalfamily2.html accessed 02/10/2010.