The term group dynamics was created by Kurt Lewin in the 1940’s, Lewin identified that people take on distinctive roles and behaviors within groups and the effects of these on other team members and the group overall is what is known as group dynamics. Within organisations, having a deeper understanding of what fuels and motivates teams can lead to successful teamwork and better business results. Conversely, understanding what inhibits teams can affect L&D decision making processes.

A group with positive or negative dynamics can be explained through the Patrick Lencioni 5 dysfunctions of a team model. Lencioni outlines the root causes of politics and dysfunctions on the teams where you work and the solutions to overcoming them. The 5 dysfunctions are as follows:

1 – Lack of trust, the fear of being vulnerable prevents the building of trust

2 – Fear of conflict, the trust in your team to speak candidly without fear of retribution

3 – Lack of commitment, the lack of clarity or buy-in prevents team members from making decisions they will stick to

4 – Avoidance of accountability, to take accountability requires a prior commitment

5 – Inattention to results focus on delivering measurable results

This is based on a sliding scale as per the model below:

Within a negative team dynamic if there is no trust there will be no healthy conflict, without healthy conflict there will be no commitment nor individual or group accountability all of which will lead to inattention to results. Within a positive team dynamic, there would be trust through identifying roles and responsibilities based on strengths, which would lead to healthy conflict when needed as this is required for a productive engagement, this would promote commitment and accountability with continuous reviews and comparisons against targets which would eventually tangible group goals and collective success.

In a nutshell, make sure feedback is given little and often, oh, and in a timely fashion as there is little point waiting until long after the event to address challenges or recognize your employees when they’ve done well.

Here are a few tips on how you can improve communication within your team and drive productivity:

Keep it simple and often!

Gone are the days of waiting for the annual performance appraisal to discuss impending and often built up challenges with your team. Feedback should be given regularly in order for your team to know how they are performing and areas they can improve giving them ample time to iron out any undesirable behaviors.  Giving feedback does become easier, as they say, practice makes perfect.

Recognize positive behaviors

Positive reinforcement is equally as important as constructive feedback, This can have a wide-reaching impact on the team when they see others being recognized and praised for positive behaviors. Improves productivity and motivation.

Be specific.

Don’t be general and unclear, it doesn’t help your team progress, details are key. Be specific with regards to the event and circumstance that led to constructive feedback and be sure to provide details on the steps that need to be taken to see improvement.

Create a safe environment

Create an environment that makes it safe for people to give and receive feedback without the fear of repercussions. Ensure it is understood that this is for their benefit, the teams as well as the organization. For yourself, actively seek out feedback on ways you can improve, as you know, no-one is perfect.

Be proactive

Don’t wait to give feedback, make sure both positive and constructive feedback is given in a timely fashion so they are able to relate to what is being and able to act upon it and make behavioral change instantaneously.

Feedback given in the right way and at the right time can have a tremendous impact on your team’s motivation, don’t delay.