In the not-so-famous words of Lacey Ke, “I’m not better than you, you’re not better than me, but we’re better together…”
You know what? The internet is FULL of these unity quotes. “The oil of unity.” “Together we stand, divided we fall.” “There’s no ‘I’ in team” (but there is “me” if you rearrange the letters, just saying). These quotes go on and on like your aunt’s Facebook posts about her prayer group. And you know what? This could only mean one thing: there’s actually something there! Like, people have been saying this stuff for centuries, so either they’re all onto something or it’s the longest-running scam in human history.
The Bible even drops some math that would make your high school teacher quit: “How could one chase a thousand, and two put ten thousand to flight…” Wait, hold up. Two doesn’t equal double the power? TWO PEOPLE = 10X THE RESULTS? That’s not math, that’s sorcery! This is the definition of 10Xing before Gary Vee made it a hashtag.
“For if they fall, the one will lift up his fellow: but woe to him that is alone when he falleth.” Translation: Fall alone and you’re just lying there like a turtle on its back, contemplating your life choices. There are real consequences to choosing the hermit life. “You go alone, you go fast. You go with people, you go far.”
Okay, I’m done with the quotes now. So hermit, beware! Your Netflix-and-avoid-people strategy has an expiration date.
The Problem: People Are Terrible (But Also Necessary)
If there’s anything that’s harder than dealing with people though, I genuinely don’t know what it is. Maybe assembling IKEA furniture while hungry? Or explaining memes to your parents? Please, fill me in.
Do you have natural charisma where people just latch onto your every word and genuinely care about what you care about? Then congratulations! You’re one of the 0.0000000000001% lucky few. You’re basically a unicorn with a LinkedIn profile. Lucky you.
I’m exaggerating, but you get my point. The most powerful tool in the world, unity of purpose, is about as accessible as front-row concert tickets or a parking spot at the mall during Christmas. It’s theoretically possible, but good luck actually finding it.
But don’t you worry, I’ll show you where you can find it… and no, I’ll not ask you to “look within” or any of that self-help guru nonsense. Just look below 👇
The Science of Not Wanting to Strangle Your Teammates
J. Richard Hackman (who sounds like he could be a detective in a crime novel but is actually a Harvard professor) did a 15-year study on teams and groups in various modern settings. Fifteen years! That’s longer than most marriages and certainly longer than most people stay at their jobs.
He found that five conditions are critical to team success:
- Is the group a REAL team, with clear boundaries, interdependence among members, and at least moderate stability of membership over time? (Translation: Are you an actual team or just random people forced to sit in the same Zoom meeting?)
- Does the team have a compelling direction—a purpose that’s clear, challenging, and consequential, focusing on the ENDS rather than the means? (Translation: Do you know WHY you’re suffering through this project?)
- Does the team’s structure enable rather than impede teamwork? (Translation: Is your organizational chart helping or is it just a fancy way of creating confusion?)
- Does the team’s social system provide the resources and support members need? (Translation: Do you have the tools to do your job or are you expected to perform miracles with a paperclip and positive thinking?)
- Is competent coaching available at the right times? (Translation: Is there someone to guide you through the chaos or are you just winging it like everyone else?)
I’d like to squeeze these into three core conditions (because five is too many to remember and we all have the attention span of a goldfish on TikTok), assuming #1 is in place and #5 is part of #3:
The Holy Trinity of Team Success:
- A Compelling Direction (Know where you’re going)
- A Strong Structure (Know how you’re getting there)
- A Supportive Context (Have what you need to not fail miserably)
Hackman also noticed that modern teams are particularly vulnerable to two destructive issues that are basically the relationship killers of the workplace:
- “Us versus Them” mentality (AKA the game nobody wins)
- Incomplete information (AKA the “nobody told me” defense)
Let’s break these down, shall we?
1. Compelling Direction: Give Them a Reason to Care
The cornerstone of a great team is focusing on a goal that motivates, directs, and engages its members. Revolutionary concept, right? Turns out people work better when they actually care about what they’re doing. Who knew?
Create a visual representation of the goal and its milestones. I’m talking charts, graphs, maybe a vision board if you’re feeling fancy. Help simplify it and make it palatable to team members who might otherwise zone out during your PowerPoint presentation.
Make it challenging but not overwhelming. It’s a delicate balance, like seasoning food. Too little and it’s bland; too much and everyone’s crying (literally, not metaphorically… okay, maybe both).
The goal(s) should be meaningful to all participants. In a setting where the team is 4D: Diverse, Dispersed, Digital, and Dynamic (which is mostly the case these days because apparently we can’t just be in the same room anymore). Look for a unifying reward.
Money, peace, and love are among the most common unifiers (and dividers, ironically). Some would argue it’s hatred for China, but I think they’re cute with their giant pandas and excellent food, so I don’t agree with that take.
Here’s the secret sauce: Translate goals into personal impact.
- “How will this help us make more money so we can worry less about taking care of our families and can finally afford that vacation we’ve been postponing for three years?”
- “How will our efforts translate into a greater sense of peace?” (Less chaos = more sanity = everyone wins)
- “How can this help us get along better as a community, country, or even in the world?” (Aim high, folks)
When you translate the goal into something more profound to the individual group member than just “complete Task #47 by Thursday,” it energizes them. It’s the difference between “I’m laying bricks” and “I’m building a cathedral.” Same action, completely different vibe.
Make your WHATs and your WHYs crystal clear. Show them how every task accomplished fits into the bigger picture. Because nobody wants to feel like they’re just pushing papers around for no reason. That’s soul-crushing and also what Excel was invented for.
2. Strong Structure: Assemble Your Avengers (But Keep It Small)
Pick a team with diverse skill sets. The more the merrier, they say! You would imagine the faster the job will get done because, you know, “many hands make light work.”
But not quite. Plot twist!
Napoleon Hill in his book “The Laws of Success” introduced the concept of the “Mastermind.” This is a collective of individuals striving toward one goal and “sharing one mind” if you will. (Sounds cult-like when you put it that way, but stay with me.)
He cautions that a group of up to 8 people (or 10 if you REALLY have to, but Napoleon is judging you) is ideal. Anything more than that weakens the mastermind. It’s like diluting orange juice—at some point, you’re just drinking slightly orange-flavored water.
Studies show that large groups have more trouble communicating, increase the chances of free riders (you know who you are, Kevin), and not to mention inciters and gossipers—who, let’s be honest, nobody needs. Drama is for Netflix, not the workplace.
The Art of Chunking (No, Not That Kind)
Break huge projects into smaller chunks that a team can control from start to finish. This increases their commitment and performance dramatically. It’s the difference between “we need to climb Mount Everest” and “today we’re going to base camp.”
The secret to riding a horse, they say, is to make it think it’s the one calling the shots. Similarly, no one likes being micromanaged. Lao Tzu even said, “When the best leader leads, the people say we did it ourselves.” Smart guy, that Lao Tzu. Probably would’ve killed it on LinkedIn.
Avoiding the “Us vs. Them” Death Spiral
Keep in mind that a shared mindset is imperative to prevent the dreaded “Us versus Them” mentality. This toxic dynamic could occur between subgroups (Marketing vs. Sales, anyone?) or between the team and management (literally everyone vs. the C-suite).
It leads to lower productivity, chaos, passive-aggressive Slack messages, and people “replying all” out of spite. Just to say the least.
Cohesion is the priority. A shared identity and perception, shared experiences, and mutual dependence between subgroups and management creates a “we’re all in this together” mentality (like High School Musical, but with better music and actual stakes).
Meeting Magic: The Structured-Unstructured Approach
During meetings, have a structured-unstructured time where teams coagulate (great word, sounds medical) to discuss random and non-random issues.
Set aside the first 15 minutes of a meeting to discuss:
- Any concerns the team(s) may have
- Good news (yes, it exists!)
- Personal events someone may need to share (“I got a puppy” or “I’m having a baby” or “I’m having a breakdown”—all valid)
This will help everyone feel heard and increase connection. It’s like group therapy, but with better coffee and less crying. Usually.
Rules of Engagement
Establish clear rules:
- Things members MUST always do (keep time, engage, wear pants on Zoom)
- Things they MUST NOT do (not engage, ghost the group chat, eat tuna at your desk)
Clear goals, roles, and responsibilities remove room for gray areas where everyone thinks it’s someone else’s job to do something, and that “someone else” has no idea it’s “their job.”
This wastes valuable time while breeding anger, resentment, and strongly-worded emails that start with “As per my last email…” Nobody wants that energy.
3. Supportive Context: Give Them the Tools (And the Snacks)
Give them everything they need to do what they need to do. Groundbreaking, I know.
Apart from material resources (computers that don’t freeze during presentations, software that actually works, maybe some Post-it notes), you need:
An Efficient Information System
Where all questions receive accurate and timely answers. Not “I’ll get back to you” and then radio silence for three weeks. Actually get back to them.
Relevant Feedback
Ensuring growth in areas members may not even know needed growth. It’s like having spinach in your teeth—you want someone to tell you before you give a presentation to the entire company.
A Reward System
I’m not talking about just a paycheck or “finding profound meaning in the job” (though those are nice). I’m talking about the good old gold star system.
That pat on the back. That “good job, Joe!” It goes a long way. Humans are simple creatures—we just want to be told we’re doing okay and maybe get a pizza party occasionally.
The Art of Constructive Criticism (AKA Don’t Be a Jerk)
Avoid pinpointing errors unnecessarily. Even “positive criticism” can injure the confidence of a team. It’s like saying “You look great… for your age.” The compliment got murdered by the qualifier.
Be slick about it. Try dealing with smaller things you can tweak that result in a natural adjustment of team dynamics. It’s like steering a ship—small adjustments are better than yanking the wheel and capsizing everyone.
Information Accessibility
Make information accessible to everyone. Meetings aside, have a platform (digital or physical board) where you can place any new information.
This reduces the need for constant “quick question” interruptions while keeping everyone up to date. It curbs the “nobody told me” excuse, which, let’s face it, is the workplace equivalent of “the dog ate my homework.”
Evaluate: Is This Thing Even Working?
A well-oiled machine needs constant checks to know whether, uuh… it’s actually well-oiled. Or if it’s just making concerning grinding noises and nobody wants to acknowledge it.
Assess three things:
- Output – Are we actually producing results or just having meetings about having meetings?
- Collaborative capacity – Are we working together or just tolerating each other’s existence?
- Individual development – Are team members growing or slowly dying inside?
Ask the members for their take on everything that’s going on. Revolutionary concept: actually asking people what they think! Compare notes—team leader to members and members to each other—for the most profound insights.
Everyone has something to offer, and this might lead to some great new ideas moving forward. Or at least you’ll learn that Dave really hates the new coffee machine and has Opinions™ about it.
The Modern Leader: Less Boss, More Human
In the words of leadership consultant Myles Munroe (who clearly spent a lot of time thinking about this stuff): The modern leader leads from the center outwards, as opposed to from the top downwards.
Think less “dictator on a throne” and more “quarterback in the huddle.” A friendly and cohesive working environment is what does the trick in these times.
The “square” has lost his charm because, thankfully, someone noticed that extreme formality limits vulnerability, and vulnerability increases connection.
We’ve become a more casual society, and this has its flaws (looking at you, people who wear pajamas to the grocery store). But as long as professionalism is maintained, connection can thrive in this type of setting.
It makes communication easier and keeps the oil of unity running that machine as it should. Like WD-40 for your team dynamics, if you will.
The Bottom Line
There you have it! With the right approach, a well-defined structure, and a powerful management method, you’ve got yourself a winning team.
Or at least a team that doesn’t make you want to fake your own death and move to a remote island. That’s a win in my book.
The recipe is simple:
- Give them a compelling reason to care (Direction)
- Set them up for success with the right people and structure (Structure)
- Provide the support they need to thrive (Context)
- Actually check if it’s working (Evaluation)
- Lead like a human, not a robot overlord (Leadership)
And remember: teamwork makes the dream work, but it also makes the scheme work if you’re plotting world domination. Just saying.
Now go forth and build that dream team!
GO, TEAM!!! 🎉
(Yes, I ended with the same energy as a motivational poster in a dentist’s office. Sue me.)
P.S. If your team is still dysfunctional after implementing all of this, it might be time to admit that the problem is… well, let’s not go there. Just try turning it off and on again. Works for computers, might work for teams.
P.S. If your team is still dysfunctional after implementing all of this, it might be time to admit that the problem is... well, let's not go there. Just try turning it off and on again. Works for computers, might work for teams.
