In today’s healthcare landscape, teamwork is often touted as the cornerstone of organizational success. We structure our work into teams, groups of individuals united by a common goal or tasked with completing specific assignments. High-performance teams that achieve mutual accountability are frequently cited as the gold standard.
However, despite the widespread acceptance of teams as the optimal approach to tackling complex tasks, a 2023 study published in the Journal of Patient Safety revealed that healthcare worker teamwork norms worsened during the COVID 19 pandemic.
The Anatomy of Dysfunctional Teams
Leaders typically expect successful teams to exhibit the following characteristics:
- A commitment to shared goals and objectives.
- Open, transparent and continuous communication.
- Diverse yet complementary skills, knowledge and perspectives.
However, when teams fall short, the signs are unmistakable. Dysfunctional teams often:
- Fail to stay on schedule.
- Exceed budgetary constraints.
- Deliver subpar results.
- Deviate from established processes.
- Struggle to maintain alignment.
As a leader, it’s essential to recognize that not all team members are created equal. Each one brings unique roles and expertise, ideally contributing to the collective project. However, motivations vary. While some team members might view participation as a path to greater visibility or career advancement, others may feel disengaged, especially if they perceive no personal benefit.
The Hidden Impact of Team Morale
Team morale plays a critical role in overall performance. A lack of motivation, often stemming from job dissatisfaction, can significantly undermine team effectiveness. This issue becomes particularly apparent when bottlenecks emerge, volunteers are needed for critical tasks or progress stalls.
To counteract these challenges, leaders can ensure that all team members are motivated not just by personal gain but by the group's collective success. This requires creating opportunities for shared rewards that resonate with every member, regardless of their roles.
For a team to truly excel, it should operate from a mindset that transcends individual contributions and taps into a collective identity that defines the team’s purpose, values and approach to work. A successful team is not just a group of individuals working together—it is a cohesive unit bound by a shared ethos that permeates every action and decision.
For example, some companies have built reputations for consistently delivering exceptional customer service worldwide. This consistency is not coincidental but the product of a profoundly ingrained organizational culture prioritizing service and teamwork. The culture is instilled in employees from the outset, ensuring that every team member understands and embodies the company’s ethos regardless of their role.
Building the Foundation for Effective Teams
To ensure teams have the foundation and collective mindset necessary for success, leaders can take the following actions:
- Cultivate buy-in from the top.
Senior leadership must demonstrate that teamwork is not just encouraged but expected. Leaders should model interdependence across units and swiftly address areas lacking collaboration. Team participation should be part of the job description. -
Create a consistent organizational culture.
Organizations should aim to build a culture in which teamwork and interdependence are not optional but ingrained in every aspect of the business. This approach ensures the organization functions as a cohesive unit, with every team member committed to its collective success. -
Empower the entire team.
Success in teamwork is not about having a star player but ensuring the entire team is prepared to succeed. This means providing comprehensive coaching and development opportunities for all members, not just those in leadership positions, and equipping them with the skills, training and resources they need to excel.
In healthcare, effective teamwork is not just beneficial—it’s essential. While dysfunctional teams can lead to inefficiencies, errors and compromised patient care, high-functioning teams result in operational efficiency, improved communication, increased employee retention, greater morale and improved patient outcomes. By fostering a culture of collaboration, ensuring buy-in at all levels and empowering every team member, healthcare organizations can transform dysfunctional teams into high-performing ones. It’s time to build teams that are not just groups of individuals but cohesive units working toward a shared goal.
Laurie Shanderson, PhD, FACHE, is managing partner/owner, Accreditation Insights Consulting Firm, Nashville, Tenn.