Team Troubleshooter

Team Troubleshooter: How to Find and Fix Team Problems

By Robert W. Barner

About the Author

Robert W. Barner is the vice president of Organizational Development and Learning for Choice Hotels International and a veteran international consultant. He has authored several influential books, including Crossing the Minefield and Executive Resource Management. Barner's extensive experience in organizational development and his practical insights make him a valuable resource for understanding and resolving team dynamics.

Main Idea

"Team Troubleshooter" provides a comprehensive guide to identifying and resolving common team problems. Barner emphasizes the importance of improving internal relationships, strengthening team focus, dealing with the challenges of change, and mending external relationships. By addressing these areas, teams can overcome obstacles and achieve higher productivity and cohesion.

Table of Contents

1. Improving Internal Relationships
2. Strengthening Team Focus
3. Dealing with the Challenges of Change
4. Mending External Relationships

Improving Internal Relationships

Internal conflicts are inevitable in any team, but they can be managed effectively. Barner outlines several symptoms of internal issues and provides strategies to address them:

• Recognize Problems: Identify symptoms such as rapid conflict escalation, self-imposed isolation, communication breakdowns, intimidation, and cliques.
• Treat Conflicts: Develop and model guidelines, identify potential conflict areas, act immediately to control conflicts, recognize agreements, and perform periodic check-ins.

"You must keep minor conflicts within the team from escalating into major ones." - Robert W. Barner

Barner emphasizes the importance of proactive conflict resolution. By setting ground rules and modeling appropriate behavior, team leaders can create an environment where conflicts are managed constructively. For example, developing guidelines such as "no personal attacks" and "no heated outbursts" can help maintain a respectful and productive team atmosphere.

Teams must learn to detect and avoid potential conflicts and successfully manage those that cannot be prevented. Signs of trouble within teams include the rapid escalation of minor conflicts, self-imposed isolation by some team members, breakdowns in communication, the use of intimidation, and the formation of cliques. By recognizing these signs early, leaders can take proactive steps to address and resolve conflicts before they become detrimental to the team's success.

One effective method for treating team conflicts is to develop and model guidelines for conflict resolution. This includes setting clear rules such as no personal attacks, no heated outbursts, and never assuming hostile intent. Leaders should involve the team in creating these guidelines to ensure buy-in and adherence. When conflicts arise, reminding team members of these guidelines and facilitating open communication can help contain and resolve issues promptly.

Periodic check-ins are also essential for managing conflicts. Leaders should regularly assess the team's dynamics and address any emerging issues before they escalate. By fostering a culture of open communication and mutual respect, teams can navigate conflicts more effectively and maintain a positive working environment.

Strengthening Team Focus

Barner stresses the importance of having a clear sense of direction and the ability to anticipate challenges. He categorizes teams based on their ability to foresee and handle change: