Who Can Solve a Team Problem: Strategies and Key Roles

Every team faces unique challenges, and the right approach to solving these problems depends on the specific situation. Identifying the right individuals and roles to address team issues can significantly impact the team's effectiveness and overall success.

Understanding Team Problems

The nature of the team problem is a crucial factor in determining who can effectively address it. Whether the issue is related to conflict resolution, skill development, or simply improving team dynamics, the approach should be tailored to the specific situation.

Managers and Their Roles in Solving Team Problems

Managers, including program managers, may play a critical role in addressing team issues. Program managers, for example, can intervene in scenarios where there is a group of managers or directors who are not functioning as a cohesive team.

Role of Program Managers

Program managers are particularly adept at facilitating team cohesion and resolving conflicts. For a dysfunctional team of managers or directors, a skilled program manager can:

Bring together team members for structured discussions and problem-solving sessions.

Leverage their mediation and facilitation skills to promote understanding and cooperation.

Identify the core issues and work towards a solution that aligns with the team's goals.

Higher-Elevated Leadership Involvement

When an utive team fails to function as a cohesive unit, it may be a CEO's responsibility to address the issue directly. If the CEO is unable to resolve the problem, the Board of Directors may need to step in. This intervention highlights the critical importance of a strong and effective leadership team in maintaining team stability and performance.

Solving Dysfunction Among Individual Contributors

When dealing with a team of individual contributors and directors, a different set of skills is needed. The individuals brought in to address these issues should possess:

Strong facilitation and mediation skills to manage interpersonal conflicts.

The ability to assess the team's current skill set and identify areas for improvement.

The strategic vision to guide the team towards achieving its goals and addressing its challenges.

To ensure the team's cohesion is not disrupted by delays or stakeholder opposition, the person addressing the issue must also have the authority and influence to hold the line against non-cooperative stakeholders, and the seniority to gain the necessary support from key decision-makers.

Involving Change Management and Org Dev Teams

In cases where the dysfunction is pervasive across the organization, involving change management and organizational development (OD) teams may be necessary. These experts are often better positioned to address large-scale issues by:

Designing and implementing comprehensive change management strategies.

Facilitating cultural shifts within the organization to support long-term success.

Building the capacity of teams to handle future challenges effectively.

Conclusion

Solving team problems requires a tailored approach that depends on the specific issues at hand. Whether it's through strategic intervention by managers, direct leadership involvement, or the expertise of change management and OD teams, the right combination of roles and skills can lead to improved team performance and overall organizational success.