The good news is that nearly everyone agrees that teamwork skills can be developed and improved.
Employees strike a cheerful tone in agreeing that, in general, teamwork skills can be developed. Of course, they may not feel their own skills need improvement, since our survey results suggest
an exaggerated level of confidence. Even so, virtually everyone in our study agrees that taking the time to develop effective teamwork skills is worthwhile. And 98% of managers, directors, and executives believe skill development
is absolutely worth their team’s time.
Developing those teamwork skills is also critical to the organization’s success. 86% of respondents stated that effective teamwork—specifically, the ability to work with others to achieve results—is more important to their collective success now than it was just five years ago!
Fortunately, this means organizations can address the interpersonal skill gaps among employees and overcome—or, better yet, avoid—the staggering cost of ineffective teamwork by training and developing their workforce. Only by creating a working environment that values and promotes the building blocks of collective teamwork—from trust and commitment to accountability—and rewards high-performing teams, can organizations reap the benefits of efficient and effective teamwork.
The state of teams after COVID-19.
The repercussions of COVID-19 have been vast and consequential, touching each of us and
the organizations we work for. Many employees transitioned —almost overnight—from onsite employees to members of teams that work exclusively from home. With government and business officials alike mandating remote work for the foreseeable future, the state of teams has changed, likely irrevocably, in the blink of an eye.
New research from Wiley Workplace Learning Solutions conducted in March 2020 surveyed learners about their adjustment to virtual collaboration. The results showed that, of the organizations that recommended
or mandated remote work, 22% of employees identified as not confident that their teams could maintain the same production and performance while working and collaborating virtually. And nearly a third (29%) indicated they are not confident that their team members will feel personally connected as they continue to collaborate virtually.
As many more teams have now become physically separated, the need for a strong foundation of teamwork and communication among colleagues is more important than ever before.
Fortunately, there is a model for effective teamwork.
In his best-selling book, The Five Dysfunctions of a Team, Patrick Lencioni, introduces a powerful and approachable model for effective teamwork and collaboration. According to Lencioni, there are five key behaviors that a team must practice to work effectively with one another: Trust, Conflict, Commitment, Accountability, and a focus on Results. Each behavior is important independently, but also in laying the foundation upon which the next behavior is built. Conversely, the absence of any of these five critical behaviors can cripple teams and organizations. Thankfully, with persistence and hard work, people have been using Lencioni’s model to improve their teams for nearly two decades.
The Five Behaviors® can change the way you team.
The Five Behaviors® is the result of a partnership between Wiley and best- selling author Patrick Lencioni’s groundbreaking model for developing high- performing teams through five key behaviors: Trust, Conflict, Commitment, Accountability, and Results. This powerful training teaches participants the critical behaviors and interpersonal skills needed to work together effectively by combining Lencioni’s teamwork model with personalized insights. The result is a unique and impactful team development solution that empowers team members rethink their approach to teamwork, shape new, more productive behaviors to increase productivity, and create a common language that completely redefines what it means to work together to drive results. To learn more, visit fivebehaviors.com.