Steps to Start Building Team Cohesion

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Is the management system you have chosen the most suitable for the team and commercially effective?

If a manager has chosen the wrong organizational structure and has poorly organized his business, any measures aimed at increasing team cohesion will not bring results, since they are a cure for another disease.

There are many executive directors who do not want to discuss the topic of proper team organization and team cohesion, and avoid these topics at all costs. In their teams, work gradually slows down, people become increasingly disappointed in the company and their department, and the leader is unhappy that the expected level of efficiency is not achieved.


Goals, values ​​and opinions uae email list need to be reconsidered from time to time. Take the time and effort to do so.

When a work team is disunited and the interaction of employees resembles the behavior of the swan, the crayfish and the pike from the fable, then, most likely, something important is missed at the global level, where goals are set and areas of activity are chosen.

The leader's job is to communicate the company's strategic goals (which should include team building) to every subordinate and make sure that people buy into them. This will require a lot of communication with employees, trying to reach their hearts and minds.

That is, a one-time training or team building will not work here - long-term targeted work with people is needed. Until people are rooting for the success of the business, the company will work by inertia and will not reveal its potential by 100%.


Ensure mutual exchange of information between different departments of the enterprise.

Sometimes departments become isolated from each other. This is an inevitable stage of business development.

But if this state of affairs is reinforced as the only possible one, it becomes difficult to manage the company: the enterprise turns into quicksand through which information is not transmitted, instructions are lost, each department essentially works for itself, people do not exchange opinions and do not look for the best solutions.

The reason for such isolation of departments is often the lack of communication between the leader and subordinates, but sometimes the sources of negativity are individuals who muddy the waters and set colleagues against other departments. Such personnel must be gotten rid of like malignant tumors: they slow down the work of the entire enterprise.

How to prevent departmental alienation? Communicate more actively with employees, openly discuss goals, methods and opinions, voice achievements and results of activities.