First sign: Negative attitude to change
According to Forbes, the first sign of a rigid team is a negative attitude towards change. Does your team perceive change as a threat, something negative or intimidating? When introducing new procedures, communication channels or adjustments to team processes, do you notice that team members resist or fear these changes? If so, you have a problem in your team.
Second sign: Inability to communicate effectively
Fast, accurate and efficient communication is the foundation of any group’s resilience in times of crisis. If even in calm periods you notice that communication within your team is faltering or highly inefficient, it should raise a red flag. In the event of a major crisis or sudden change that requires a quick response, your team will be significantly hindered by such weaknesses in communication.
Third sign: Decision-making within the team is slow and centralised
A flexible and sustainably developing team needs decentralised decision-making. This means team members shouldn't have to seek their manager's approval for every minor issue. Ideally, they should have sufficient authority, competence and trust from management to make most decisions independently. If this isn't the case, the team will be unable to respond flexibly in times of major change or crisis.
Fourth sign: Learning and development not a priority
Teams that neglect the development and education of their members are generally destined for gradual decline. Developing employees’ skills and knowledge is not merely a matter of competitiveness or productivity but, above all, a question of the team’s resilience and flexibility as a whole.
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