In my previous post on the same topic, I mentioned the importance of role allocation, building trust etc. in building a team. After working within a team for 9 months, I can say that building a “Team Spirit” is a really difficult issue. In the previous post on this issue, I said that we were in the storming norming step in which we generally fight with the problems that arose. In this step people generally try to adapt themselves or accept the role entitled to them. This is a troublesome process, because the people chosen should be mentally ready and strong for the position. I think accepting the possible problems and getting ready for them must be the initial requirement. If you are burned out easily upon facing the problems of the task, you also need to ask some questions to yourself and you need to criticize yourself, too.
Because: IF YOU QUIT THE THING YOU SUPPORT WHEN YOU FACE A PROBLEM, THIS IS ALSO A SIGN THAT YOU ARE THE PART OF THIS PROBLEM AND NOW IT’S TIME TO RUN AWAY!
In each team, there happens problems, diversity in ideas etc. But if you learn to accept them professionally, this leads you and your team to success. Adding people to teams or even shifting them from one team to another brings up how relationships and even the community (within the organization) support how things are working or not working effectively.
I loved the definition of the ideal team by Amy Blake:
Amy Blake:“My ideal team members: do their tasks, assist others, offer ideas, be on time, leave egos at door.”
Certainly building cohesive teams with the right people is not cut and dry.
Of course finding these people will take time but team dynamics and the communication and interaction are the key issues we need to work on.
I guess I mentioned some problematic parts of building a team and the team spirit, but some positive reflections will be given here later on 😉