One of the deadliest invisible killers in teams is the perception of unfairness: that some are rewarded beyond which their contribution merits. “Fairness perception” is a massively important but poorly understood team concept, which even extends beyond human teams into the animal kingdom. Here is how to successfully manage it.
What is the best way to introduce bioteaming into any organization or network? I recommend an Experiential Learning approach which allows you to evolve your own unique take on bioteaming which takes full advantage of the hidden learning and experiences you and your organization already have about ‘natural teams’.
A virtual team profiling technique to help you spot problems before they turn into nasty surprises by first exposing the nature of the team in 8 key dimensions: Team Objectives, Leadership Style, Member Profiles, Team Shape, Environment, Working Approach, Social Dynamic and Technology.
Humankind is the only species that places its trust in a small group of “leaders” to determine the best direction for the whole group. In his follow-up article to Did ants invent the perfect system for communicating via mobile technology? Ken Thompson, explores whether we can learn a thing or two about leadership from nature’s most successful teams.
What makes great teams such? Is it just a coincidence that some teams consistently outperform others or is being a high performing team due to specific traits of those who make the team up? Robin Good and Ken Thompson suggest the team’s beliefs are the key.
Sometimes the Bee-team is the A-team: the importance of an automatic team swarm response to threats and opportunities.
There are many ways to diagnose dysfunctional teams: lack of shared objectives, poor co-operative working practices, weak leadership etc. However taking a purely biological perspective opens up exciting possibilities for significantly improving dysfunctional team performance.