Teamwork Unlocked

The quest to build the perfect team.

Teamwork Unlocked

What's the vibe like on the product team?

Back in 2012, Google’s Project Aristotle set out to crack the code on what makes for an effective team. Over a two-year period, the company studied 50 years of academic research, 180 teams worldwide and 250 different attributes across each team. This led to a focus on how teams can function as a unit, rather than a collection of individuals where talent and performance are primary.

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Not surprisingly, they found the basic ingredient is something any effective relationship, personal or professional, requires to foster creative problem solving and collaboration. Namely…psychological safety – or the oxytocin induced feeling of high-trust social norms, group vulnerability and the confidence to speak up without fear of looking silly. Add-in a dash of dependability, clear roles, meaningful work, and knowing your work matters, and you’ve got the raw ingredients to build your dream team.

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So how can any organization put these lessons into action, building teams where trust comes first?

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It’s not just about skills or experience; it’s about how people work together. Let’s explore the social dynamics and psychology behind building teams that perform.

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The key to high-performing teams lies with social sensitivity. Teams with high social sensitivity, where members are attuned to each other’s feelings and needs, outperform those with lower levels. When people feel safe to express themselves and contribute… magic happens.

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Psychological research shows that successful teams share five key dynamics:

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1. Psychological Safety: People feel safe to take risks and be vulnerable.
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2. Dependability: Team members commit and take ownership of their responsibilities not because of a lofty corporate vision, but because they don’t want to let-down their team.

3. Clarity: Clear roles, goals, and plans keep everyone aligned.
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4. Meaning: The work has personal significance to the team members.
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5. Impact: Members see that their work matters and makes a difference.

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So, now you are probably wondering how…

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As a team leader, we can set the tone and the example by sharing our own challenges and struggles in an authentic way… by being vulnerable with our teams and by modeling the behaviors we want to see. Then, inviting others to share their own challenges. With evidence and data to support us, the way we feel about it connects with actual events on the ground. It’s not complaining, it’s sharing and expressing based on real-world reality.

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