Teams are built on trust, leadership, cooperation, and open communication. This handout accompanied a presentation done at the New York Library Association conference in 2016.

1. Ron Kirsop
Building Effective Teams ​11/04/16
1 | Common Traits of Dysfunctional Teams
Dysfunctional Team Members​:
1. Lack trust
2. Avoid conflict
3. Struggle to commit to collective decisions
4. Lack accountability
5. Are more focused on their personal success than the success of the team
2 | Questions to Help Develop Effective Teams
Mission, Values, and Goals​:
1. What are your organization's mission, values, and shared goals?
2. Do your mission, values, and goals align with how your team serves your community?
3. Are the mission, values, and goals clear and understood by all team members?
Choosing the Right People​:
1. Do job descriptions and responsibilities align with the organization’s mission?
2. What are the priorities used when hiring (mission, experience, availability, etc.)?
3. Does your onboarding and evaluation process support healthy team participation?
Positive Internal Communication​:
1. How does your team primarily communicate (person-to-person, email, phone)?
2. Is the primary form of communication working for a majority of team members?
3. Is communication in your organization always positive and respectful?
4. Do people ask clarifying questions when needed?
5. Do team members listen to each other?
Handling Conflict​:
1. Do leaders handle conflict when it arises?
2. How long does it take to handle most conflicts?
3. How frequently do conflicts arise?
4. How are conflicts currently resolved? Could this process be improved?
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2. Trust and Leadership​:
1. Do team members trust one another?
2. How do team leaders/managers model good behavior?
3. Do team members communicate openly about issues and upcoming events?
4. How are mistakes handled? Are they used as learning opportunities for the entire team?
3 | Tips for Handling Conflict
Four Goals for a Conflict Resolution Conversation​:
1. Listen​: Understand what the other person feels and respect their point-of-view
2. Speak​: Tell them how you feel and your point-of-view
3. Discuss​: Is there a way both parties can come together for mutual benefit?
4. Commit​: Once something is agreed upon you make a commitment to follow through
Listening in a disarming way
1. Be Quiet​: Don’t interrupt; let the person say what they need to say
2. Encourage Them​: Let them know you’re listening and you want them to continue
3. Check your Understanding​: Summarize what they said - “so, what I’m hearing is…”
4. Validate Their Reasoning​:​ ​Let them know their points make sense
4 | Actionable Advice
● Lead by Example: ​If you’re a team leader and you wish to build respect and trust you must be
willing to show your vulnerabilities.
● Set Clear Goals and Follow Them: ​Set public goals and quality standards. Insist these goals be
followed with simple and regular progress reviews. This will help keep everyone focused and
encourage accountability.
● Don’t Talk About Flaws, Talk About Change:​ When you approach an employee about a trait
they lack, present the issue as an opportunity to grow as an employee and change for the
benefit of the team instead of highlighting it as a flaw.
● Create a Team Charter:​ A document that outlines the purpose of the team as well as each
person’s role on the team. Present this to the team and encourage questions and suggestions
as the team continues to work together. This can also include communication “ground rules.”
● Consider Organizing Team Building Exercises: ​If implemented correctly these exercises can
help a team “level-up” in areas of trust, leadership, and communication.
● Read About Team Building​: There are tons of books, websites, and articles dedicated to
building, maintaining, developing, and leading teams. Take time to understand your current
team dynamic and research how to make it better.
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