This document provides tips for overcoming common issues that can affect team performance, such as a lack of trust, fear of conflict, and avoidance of accountability. Some recommendations include setting common goals with the team, providing frequent feedback, holding SWOT and mapping exercises, and teaching non-violent communication techniques. It also suggests establishing clear expectations, metrics, decision-making processes, and accountability measures. The overall message is that addressing underlying problems, setting objectives, and focusing on results can help improve team dynamics and outcomes.

1. Polozyukov Evgen
PMP
PMI-ACP
CSPO

15. • set common goals with your team
• engage in frequent 1-on-1 feedback sessions
• organize a team feedback session where each team member will have a short, 10-
minute 1-on-1, meeting with their peers
• arrange a meeting where each team member will draw his personal map
• arrange a group SWOT analysis session
• draw a competence matrix where people mark the areas they feel confident in,
and in which areas they would like to learn more
• encourage people to make presentations about new things that they have learned
recently even if they don’t feel proficient yet.
Absence of Trust

16. • Be empirical and start small. Start with less controversial discussions and see how
it goes
• Teach the team about Non-Violent Communication.
• Become a Conflict Miner — a person who extracts buried disagreements.
• Be a gentle reminder.
• Define a “stop word” to use within the team whenever someone violates the rules
of discussion or fails to take advantage of non-violent communication.
Fear of Conflict

17. The Lack of
Commitment
Analysis paralysis
Artificial consensus
Authority-based decision
• Set the Golden Rule (If the decision is
made, everyone, even the people who
disagreed, must follow the same goal. )
• Listen actively
• Disconnect problems from people

18. Avoidance of
Accountability
• Peer pressure
• Create clear standards with defined indicators that enable
each team member to know that they are doing their part
• The more detailed the action plans and the more specific
the performance metrics are, the easier it will be to hold
people accountable.

19. Inattention to
Results
• Status & ego get in the way
• Focus on objectives of the team individual/personal goals
rather than on individual/personal goals
• In a team, the sum is greater than the constituent parts
• Need for clear metrics and goals