Just look at teams in top sports. Why does one football team function as a good team and is there always misery in the other team? People don't allow each other to score a goal. The egotists want to score a goal themselves, while in many cases they would have been better off handing the ball to someone else. You see this kind of behavior in all kinds of teams. Both in sports and in business. Team members put their own interests above the team's interests. And blame others if the goal is not achieved, without even looking in the mirror themselves.

For example, if a football team does not perform well for a period, in most cases the coach is fired. He has not gotten the team to work well together so that performance during the matches improves. In business this is often different. If a team does not perform well, it is usually the fault of the team members. But is that really so?

Google conducted a survey among their own employees to find out what is important in teamwork. This resulted in very different results and eventually Google presented the end result in 2015. They have discovered that it often matters more how a team works together than who is in it. According to Google, the universal truth for team success is that all team members have their say. So the most important thing is that everyone is heard.

Google has defined 5 key points for successful teams:

1. Teams believe their work is important.
2. Teams feel that their work is personally meaningful to them.
3. Teams need clear goals and defined roles.
4. Team members know they can count on each other.
5. Teams need psychological safety and an exemplary role from team leaders.

This psychological safety in particular is of decisive importance. And that assumes two conditions:

1. Teams are successful when everyone feels like he or she is heard.
2. It is important that members show that they take each other's feelings into account.

When we look at this, it is important to define a joint ambition with associated high, but achievable objectives. Team members need to know what is expected of them and what responsibilities they have in the team. Because each other is taken into account and there is understanding for each other, team members know that they can count on the other. And finally, the exemplary behavior of the manager is important.

Conclusion:

If things are not going well in your team, first look in the mirror and, above all, be honest with yourself: “What is my own part in this? And what can I change to ensure that we work better together in my team?”

So, make a list of areas for improvement and have each team member draw up such a list. Have an honest and 'open' conversation with each other and ensure that everyone has his or her input. Include this in a step-by-step plan to help the team function better. Still not working? Then call on the help of a more professional outsider, accept his or her helicopter view and give him the space to help you with this process of team development.