Overcoming Project Team Dysfunctions: A Leadership Essay

In the field of project management, successful team dynamics and leadership are essential for the execution and realization of strategic objectives (PMI, 2017; Katzenbach & Smith, 2015). Over time, however, project teams may encounter various challenges and dysfunctions which, if left unaddressed, can impact projects significantly and limit strategy implementation. This essay investigates the evolution of a project team; five possible dysfunctions they might experience; management/leadership techniques designed to encourage/grow their members; as well as discussing how an evangelical worldview perspective can influence leadership style/address dysfunctions more effectively.

An Overview of Project Team Development

Project teams go through many steps from formation to maturity, such as formation, storming, norming, performing and adjourning (Tuckman & Jensen 1977). Formation involves team members being introduced and roles and responsibilities being established while storming may include members expressing ideas or opinions which lead to possible conflicts; norming involves resolving these differences while building cohesion; performing stage sees team operating effectively with maximum productivity at its peak before adjournment completes their project and disbands the team (Tuckman & Jensen 1977).

Five Potential Dysfunctions in Teams

Teams may experience dysfunctions that inhibit project success and strategy implementation, according to Patrick Lencioni (2002). Patrick has identified five such dysfunctions.

Absence of Trust: Trust is at the core of any successful team. Without it, members may hesitate to share ideas and admit mistakes freely or accept responsibility, creating barriers to open communication and collaboration (Lencioni 2002).

Fear of Conflict: Healthy conflict is essential to creative problem-solving and decision making (Katzenbach & Smith, 2015). When team members avoid conflicts altogether, important issues may remain unresolved, leading to suboptimal results (Lencioni 2002; PMI 2017).

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Lack of Commitment: All team members must support and commit to the goals and decisions set for a project (Katzenbach & Smith, 2015). Without commitment there can be no accountability among team members; as a result the objectives may not be reached or executed as planned (Lencioni 2002; PMI 2017).

Avoidance of Accountability: Accountability ensures team members take responsibility for their actions and meet their commitments (Katzenbach & Smith, 2015). Without accountability there can be a loss of motivation and ownership leading to project delays and failure (Lencioni, 2002; PMI, 2017).

Attentiveness to Results: The ultimate aim of any project should be achieving specific results (Katzenbach & Smith, 2015). When team members prioritise personal agendas or individual success over team goals, its success could be compromised (Lencioni 2002; PMI 2017).

Management and Leadership Techniques

Effective management and leadership skills are vital in order to address team dysfunctions and foster an harmonious team dynamic (PMI, 2017). Three techniques may prove useful:

Effective Communication: Leadership requires open and honest dialogue among team members (Northouse, 2018). Leaders should encourage honest discussions, active listening, and the sharing of ideas among the group. By cultivating an environment conducive to this type of interaction, leaders can build trust between themselves and their subordinates and foster collaboration more successfully.

Conflict Resolution: Leaders must possess effective conflict resolution skills to address conflicts constructively (Northouse, 2018). They should facilitate discussions, mediate disputes and encourage team members to express their concerns freely. Resolving disagreements constructively can result in improved decisions and team cohesion.

Leaders should set clear expectations and responsibilities for team members (PMI, 2017). When everyone understands their contribution to a project and understands their responsibilities within it, commitment and accountability are more likely to occur.

Christian Worldview Perspective

Christian worldview perspectives play an indispensable role in shaping leadership styles and responses to team dysfunctions by emphasizing core Christian teachings that highlight key values such as love, humility, forgiveness and servant leadership – these principles having a transformative effect in various organizational settings (Northouse 2018)..

One of the core tenants of Christian worldview is love. Christian leaders are encouraged to lead with love as both an emotion and fundamental guiding principle, nurturing team members by showing genuine care and concern for one another (Northouse 2018). When dealing with team dysfunctions, Christian leaders may approach each situation with genuine desire to repair relationships through love rather than hostility; this fosters empathy and understanding between team members as they address conflicts or disagreements without resorting to hostility or hostilities.

Humility is another core value emphasized in Christian thought, calling leaders to acknowledge their own limitations and imperfections as leaders. When dealing with team dysfunctions, humility enables Christian leaders to acknowledge their role in any conflicts as well as accept responsibility for their actions while listening actively to team member’s perspectives and concerns – creating an atmosphere in which everyone’s voices can be valued equally.

Forgiveness is at the core of Christian teachings, and its significance in leadership cannot be overstated. Christian leaders are encouraged to forgive others even when circumstances may seem difficult; when faced with team dysfunctions, Christian leaders may prioritize reconciliation and forgiveness over blame or punishment – an approach which not only fosters healing within teams but also allows personal growth and transformation among team members.

Servant leadership is at the core of Christian leadership philosophy. Within this model, leaders are required to put the needs and well-being of their team members ahead of their own (Northouse 2018).. When dealing with team dysfunctions, Christian leaders demonstrate servant leadership by seeking to understand its causes before working to rectify it – creating a sense of unity within their team as team members see their leader actively supporting and upholding them.

Christian worldview perspectives place great emphasis on ethical conduct. Leaders influenced by Christian values prioritise ethical decision-making and integrity when handling team dysfunctions; their commitment to ethics can be seen through how leaders respond to conflicts or challenges, seeking ethical choices that align with their faith and principles, thus building trust and credibility among team members.

Christian worldview perspectives exert an enormous effect on leadership styles and responses to team dysfunctions. Christian leaders tend to prioritize love, humility, forgiveness and servant leadership as core values when engaging team members and resolving conflicts; these values foster an environment of compassion, empathy and reconciliation within teams, ultimately contributing to more harmonious and productive team environments.

Conclusion

Overall, the development of a project team includes stages like formation, conflict resolution, norming productivity and closure (PMI, 2017). Dysfunction in teams, such as lack of trust, fear of conflict, and neglect for results can have devastating repercussions on projects and strategies implemented. Effective management and leadership techniques – such as communication, conflict resolution, and setting clear expectations (Northouse 2018; PMI 2017; Katzenbach & Smith 2015) – are vital for combatting dysfunctions within an organization. An understanding of Christianity provides leaders with additional tools for encouraging values such as love and forgiveness to create a positive team dynamic. By recognizing and addressing team dysfunctions, leaders can contribute towards the successful completion of projects as well as meeting strategic goals.

References

Katzenbach, J. R., & Smith, D. K. (2015). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.

Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest, 7(3), 77-124. doi:10.1111/j.1529-1006.2006.00030.x

Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.

Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). SAGE Publications.

Project Management Institute (PMI). (2017). A Guide to the Project Management Body of Knowledge (PMBOK® Guide (6th ed.). Project Management Institute.