How to Build a Positive Workplace (Part 1) - Effective Teams

Are you part of an effective team?

Have you noticed that particularly the post-pandemic, while ongoing uncertainty can certainly harm group relationships, some teams are emerging stronger from the challenge? You might question “how?”. It could be explained that companies that make the effort to build and nurture a positive workplace have a huge advantage over those that don’t. If your team is struggling with remote work, communication problems, or even collaborating in person, these articles are perfect for you.

The first article is referred to two matters as written by Catarina Lino, Psychologist - Positive Psychology Coach and also a contributor of PositivePsychology.com (the Netherlands) about psychology of teamwork and the components of highly effective teams.

Positive psychology has always emphasized the personal benefits of social relationships and connectedness to others because of man as a social animal which is highly interactive with other members of its species. From this perspective, we can say that connectedness makes good business sense, too—it has the potential to improve organizational performance at the highest levels.

Said like psychologist and business professor - Adam Grant - “So once we get the right people on the bus, let’s make sure they spend some time driving together.”

What is Effective Teams?

Working with other people doesn’t mean that you’re working as a team. Real teamwork implies collaboration, communication, and acknowledgment of a common purpose. But, it is yet to say that is effective teams, and indeed there are two additional factors needed.

Trust

To build a strong team, trust is essential.

“Trust is a psychological state that implies positive expectations regarding the intentions, attitudes and behaviors of others towards oneself in situations that may imply some uncertainty or ambiguity.”

In the context of organizations, for example, we can look at trust in three different forms or stages:

• Trust based on an estimate: weighing the pros and cons of trust;

• Trust based on information: behavior is influenced by our previous experiences (positive and negative);

• Trust based on identification: we trust more readily in others with whom we identify.

We also know that an environment with low levels of trust will lead to:

• Contradictory information;

• Hidden agendas;

• Unmet expectations;

• A system with a higher level of control and vigilance.

Facilitator

Most of the time a team is simply a group of people working in the same office space. Each person has his or her own strengths and skills. Each could succeed and do great on their own. Such a group needs a facilitator to ensure that each person’s skills are being utilized, and that they are working toward the same goal.

How to build an effective team

According to the TESI (Team Emotional and Social Intelligence) Model, there are seven components or skills that will contribute to effective team functioning:

1. Team Identity

A group with a strong team identity demonstrates belongingness, a desire to work together, and a sense of clarity around the role of each member. Groups with strong team identity also have high degrees of loyalty.

2. Motivation

A high level of motivation corresponds with the energy and responsibility levels of the team, and whether competition is working for or against the team. Having a motivated team requires knowing and meeting desires, setting stretch goals, reinforcing success, and being persistent.

3. Emotional Awareness

A team’s emotional awareness encompasses the amount of attention the team pays to noticing, understanding, and respecting the feelings of team members. Emotional awareness is a critical factor in motivation, productivity, and a team’s ability to collaborate, making it central to the success of every team.

4. Communication

Intuitively, we know that communication is an essential factor for a group of people working together. It provides feedback and guidance on how well each of the team members listens, encourages participation, and discusses even sensitive topics.

5. Stress Tolerance

A team with good stress tolerance knows how well it’s doing in managing the pressures of workload, time constraints, and the real need for work-life balance.

6. Conflict Resolution

Assessing a team’s conflict resolution means examining how a team processes disagreement and whether the team is able to deal with adversity as a way to enhance its functioning, rather than being caught up in the conflict. It’s essential for productivity and creativity.

7. Positive Mood

A team with a positive mood has is built on foundations of encouragement, a sense of humor, and an expectation of success. Positive mood is a major factor in a team’s flexibility and resilience, and it’s the heart of a “can-do” attitude. It influences how energized the team’s attitude is.

According to this framework, the result of applying these skills is sustained productivity and emotional and social wellbeing for the team. Isn’t that what we all want?

In the words of Henry Ford: “Coming together is a beginning. Keeping together is progress. Working together is success.”

Are you part of an effective team? What can you do to start developing these skills? Leave a comment below.

Thư Lê (Ivy)

Positive Psychology, APA Certified | ICF 70-hour ACSTH Certified Coach | Career Coach, Life Coach & Healing - Ho Chi Minh City, Vietnam - ivythule.substack.com

If you’re looking for a partner who could go along and help sailing journey as a lighthouse, please do not hesitate to reach me.