When we think of substandard teamwork, we imagine arguments, unbalanced workloads, and late or low-quality output.
Honestly, that's the worst of the worst. There's a wide berth between a group of individuals at war and a unit that works like a well-oiled machine. That's where most teams at companies sit right now.
Many methods and models can improve teamwork, boosting efficiency and satisfaction for everyone. Here's a sneak preview: did you know that peer pressure can be a good thing?
Today, we're breaking team cohesion down into fives. We'll go over the five behaviors of a cohesive team. Then we'll cover the five stages of team development, with tips for using HeyTaco's peer recognition platform to get the job done right.
What is team cohesion?
Team cohesion refers to how a group bonds to work toward a common goal. Bonded team members trust one another and honor their commitments. They stay connected and communicate, naturally operating as essential parts of a whole.
Cohesion thrives in a positive environment, but challenges define it as much as wins do. They don't avoid conflict because they know how to work through it and hold one another to a standard.
The 5 behaviors of a cohesive team
The Lencioni model, also known as The Five Behaviors®, presents a framework for creating a cohesive team. Look for these qualities when assessing workplace team cohesion.
1. Trust
What does trust look like at work? Like our personal relationships, it builds over time through observation and experience.
This is the foundation of a cohesive team. Employees who trust one another feel safe putting a project's success in everyone's hands. They don't struggle for control or gatekeep their contributions. "I did this part all by myself; someone else messed that other thing up" is a common refrain on teams that don't have trust.
Encourage these signs of trust among team members:
- Asking for help
- Clear, open communication
- Active listening
- Offering feedback
- Accepting new ideas
- Showing empathy and understanding
Cohesive teams are less stressed, share ownership, and make decisions with confidence, all because they trust one another.
2. Conflict
Unlike partners and friends, coworkers don't choose one another. Seemingly incompatible personalities, clashing points of view, and overall differences in work and communication styles are the norm, not an unfortunate fluke.
Every worthwhile, enduring relationship must include healthy conflict resolution. With a foundation of trust in one another's abilities, we develop the respect necessary to clear conflict effectively.
| Conflict on cohesive teams IS: | Conflict on cohesive teams IS NOT: |
|---|---|
| Sticking to work-related issues | Personal attacks and criticism |
| Finding common ground | Focusing on differences |
| Maintaining professionalism | Raising your voice or interrupting |
| Speaking to one another directly | Going behind someone’s back or excluding them from the discussion |
In short, cohesive teams don't take on-the-job conflict personally. They focus on and resolve it in the workplace instead of seeing it as an attack on their existence.
3. Commitment
The ability to face and handle conflict well supports strong commitment. After all, you can't accept situations and move forward with stubbornness and hurt feelings.
Commitment on cohesive teams means that once an issue has been debated and a collective decision is made, everyone sticks to it. It may not be their personal ideal, but it is the way forward. Signs that a team values commitment include:
- Meeting deadlines and delivering on promises
- Taking initiative and handling their responsibilities
- Supporting other team members, taking on extra tasks if needed
Commitment deepens trust. It also makes the work a priority because the team moves with purpose.
4. Accountability
Trusting your teammates and having strong conflict-resolution skills doesn't mean you'll feel comfortable calling someone out for getting off track. This is where many otherwise awesome teams hit serious setbacks.
We were all warned about the dangers of peer pressure growing up. On a team at work, some peer pressure is necessary. It's important to hold our teammates to a standard. If we don't:
- The behavior may worsen, and others may follow suit, since it's "allowed"
- Leadership or management will have to intervene
- Those who perform to standards will resent those who don't do their part, and the whole idea of working on a team will be out the window.
The first way to address this is to define the standards and make sure everyone clearly understands them. But most of all, consistent, positive peer recognition keeps accountability from stinging so badly.
Say you're used to acknowledgment from teammates. You'll know that questioning your approach or pointing out that you can do better is done in good faith.
5. Results
We've arrived at our purpose: RESULTS. The catch is that results refer to what we achieve as a group, for the collective.
It can be tricky. We go to work to benefit our individual careers and better support ourselves and/or our families. Not everyone can snap out of that mindset after clocking in.
However, favorable group results propel the whole team forward and, ideally, the company. In many scenarios, this has far more impact on career success than what you walk away from a project with.
| Cohesive teams focused on results: | Teams NOT focused on results: |
|---|---|
| Stay focused on team goals | Get distracted by competing priorities |
| Do what’s best for the team | Prioritize individual achievement |
| Attract talented new members through their success | Struggle to retain high-performing team members |
Ultimately, shifting focus from group results to individual results creates an "every man for himself" situation. Leadership and high achievers are unlikely to move forward with this.
The 5 stages of team development
Let's build a team that can't be beat. The basic structure comes from the infamous Tuckman Model, with ways to enhance the process through a peer recognition platform.
1. Forming
You're on your best behavior during this beginning stage. Or maybe, you're a bit closed off. Either way, this is when teams settle in and size each other up.
Teams in the forming stage need clear directives, objectives, and structure. This is where everyone learns their role and what's expected. They also get to know one another better and start forming that essential foundation of trust.
How HeyTaco helps: Build rapport with fun, easy peer recognition. Drop a virtual taco 🌮in the team chat when someone lends you a hand or shares something valuable.
Adopting the practice early helps it stick, driving employee engagement and encouraging positive interactions.
2. Storming
Honeymoon's over! Or at least, it rained a bit more than you hoped. During the storming phase, our differences become clearer. We have questions or have become confused about certain aspects of our roles and goals.
Time to hone those healthy conflict resolution skills. Listening, clarifying, and accepting feedback become important. Praise and support will also come in clutch as the team works through stalled progress.
How HeyTaco helps: Use HeyTaco's analytics dashboard to measure engagement. Identify who isn't engaging and why. This helps deliver the support and encouragement they may need.
Features like Taco Tags can also help keep company values in focus. Positive reinforcement helps everyone figure out which qualities to move forward with.
3. Norming
Now team cohesion becomes possible. Teams can enter a flow state during the norming stage, with better communication and a clearer understanding of their roles.
As the name suggests, this is also when the team establishes its own norms. Acknowledge and celebrate this, as their "norms" are powerful rituals that create a greater sense of belonging.
How HeyTaco helps: A collaborative reward may be in order. Charitable giving, unique perks, and other incentives prove the team is on the right track.
4. Performing
Manage, adapt, maintain. If your team reaches this stage, you're really lucky. The group results we discussed during cohesive team behaviors are in focus here. To maintain that focus, we have to adapt to changes and keep managing conflicts.
If you want to introduce innovation, this is a great stage to do so. What processes can be streamlined? Which roles can become more collaborative? Is there space for a new idea? Leverage individual strengths to build a stronger collective.
How HeyTaco helps: Highlight gratitude givers as well as receivers. Those who receive the most tacos will get the individual recognition they need to feel satisfied with their role. It positively reinforces that working for the greater good (group results) is personally worth it.
Givers make peer recognition work. They keep the team engaged in positive recognition. They are the core of a cohesive team and may even show promise for leadership roles on future projects.
5. Adjourning
The final, optional phase is where the team disbands. Whether they've completed a task or core members are getting shifted elsewhere, this is a time to reflect and evaluate. Celebrating achievements can provide positive closure.
Celebrating team cohesion can raise expectations for the future. It can also reveal areas for improvement on other teams.
How HeyTaco helps: It gives team members tools they can use moving forward. They learn the power of peer recognition and can use it in future forming phases to make storming a little less, well, stormier.
HeyTaco: Your partner in building cohesive teams 🌮
Yes, positivity can neutralize a lot of the challenges that come with team cohesion. From conflict resolution to accountability, regular recognition makes constructive criticism ring louder.
It's also a great way to bond. Gamifying fun, interactive teamwork reduces stress, increases engagement, and helps more people feel like they truly belong.
Introduce it today and watch tacos become the glue that holds your team together.
Team cohesion FAQ
It's funny how many teamwork tips come in groups of five. Here are more common questions about team cohesion models and methods.
What are the 5 P's of team building?
It varies, but purpose, plan, process, place, and participation work well. We define the purpose of our meetup, plan an agenda, outline the process, confirm the location, and invite participation.
What are the 5 pillars of a cohesive team?
Trust, conflict, commitment, accountability, and results. The five behaviors of a cohesive team are sometimes called the five pillars.
What are the 5 C's of a team?
The five Cs are communication, camaraderie, confidence, commitment, and coachability. Nurture each one at every phase of team development, and it will show in all cohesive team behaviors.
What is the Big 5 teamwork model?
Research identifies the Big Five teamwork model as team leadership, mutual performance monitoring, backup behavior, adaptability, and team orientation.
