The Difference Between Dysfunctional and Successful Teams in the Workplace and How the Genius Quotient Can Help

A company's success often depends on the team effort applied to daily tasks by the employees hired to fill different roles. Some employees work well when grouped together to complete assorted tasks faster for high production rates, while others don't. The differences between dysfunctional and successful teams are tremendous. Some of the most successful teams consist of motivated individuals making contributions while communicating clearly and listening to what others say. On the other hand, dysfunctional teams tend to consist of employees who refuse to see eye to eye and fail to listen to one another, or lack the mutual respect needed to avoid conflict in the first place.

The problem with dysfunction is that it wreaks havoc on daily operations. How can a business expect to maintain professionalism while reaching ambitious goals if everyone isn't on the same page? When you have different people on different pages that aren't willing to work cohesively, things can quickly take a turn for the worst, with one problem happening right after another. According to a moderated mediation study that dives deep into extensive research on team performance, dysfunctional actions between team members disrupt workflow, making it difficult for teams to perform well and reach goals.

One of the biggest problems with dysfunctional teams is their lack of respect for each other in the workplace. In most cases, these team members poorly understand one another and fail to resolve some of the most common issues surrounding miscommunication. When employees don't understand their peers because they communicate differently and learn in unique ways, it creates much more conflict in the workplace and disrupts daily operations. Some employees may even form cliques and leave other workers feeling left out.

Unfortunately, the constant strife quickly leads to a lack of trust between employees. When employees don't trust one another, it becomes nearly impossible to get things done, which is terrible for business leaders that would like to boost productivity while potentially increasing earnings throughout the year. It's essential to take a step back and think about the changes that a company would need to make to eliminate the constant dysfunction that takes a toll on daily operations.

Workplace conflict is naturally bad for business for many reasons. It keeps workers unproductive, quickly lowers morale, and causes tension between employees. As a result, some employees won't look forward to coming to work to put forth their best effort to take care of their assigned tasks. If people can't get along with one another and are constantly having

disagreements, it's going to cause nothing but frustration, with more time spent between managers trying to resolve conflict instead of getting work done. The constant internal issues cause delays that will cost companies more money in the long run, which is why business leaders need to take action. Finding the right way to handle these situations and eliminate dysfunction must remain a priority for businesses that want to break out of bad habits and move forward.

While dysfunctional teams hold businesses back from making big moves, excelling, and getting ahead of the competition, successful teams do the exact opposite. Employees that work well together contribute to the success of a business and bring more to the table because of their willingness to listen, share, and collaborate with ease. The employees within these teams typically understand one another, despite learning differences, and are willing to share thoughts and innovative ideas that help the business. These individuals know it's important to respect one another while giving each person a chance to speak and share within the team. The teams become successful because the employees put forth the effort to make things work without letting minor issues hold them back.

Because successful teams collaborate more efficiently and tend to work well together, they're getting ahead of companies with dysfunctional teams while making incredible moves. It's good for business because it leads to better workplace morale, higher productivity rates, and the opportunity to earn more money. If employees collaborate, complete tasks faster, and leave a lasting impression on the clients, their outstanding effort will help the business thrive.

Going from dysfunction to success may seem impossible, but it's all about taking the right approach. Business leaders and HR managers need to consider using the Inner Genius Quotient to discover more about themselves and the rest of the employees, including how they learn and perceive the new information provided to them. They can use this advanced information to their advantage to encourage team effort, healthy workplace discussions, and better collaborations between peers.

Long before the Genius Quotient came into play, there was much more focus on Emotional Intelligence and the Intelligence Quotient (IQ). However, what makes it better to focus on the Genius Quotient is learning more about an individual and their preferred method of learning and communication. Each person has an Inner Genius Archetype that describes their specific characteristics and what to expect from them when dealing with different situations at work. If business leaders can identify their GQ and the GQ of all employees, they can provide their employees with a better experience in the workplace.

insight. With better understanding comes the opportunity to connect employees with the right peers while they’re working in groups to collaborate better, avoid misunderstandings, and ultimately get more work done each day. It helps to drastically reduce workplace conflict while leading to greater success for businesses of all sizes, big and small.

More businesses are utilizing the Inner Genius Quotient because of the valuable feedback it provides. When a company's success depends on how well team members work together to get things done each day, it's crucial to understand the different communication and learning styles that each employee has before assigning specific tasks or putting them in a group with their peers. If business leaders can do that, they have a much greater chance of avoiding problems while providing their employees with the most welcoming and productive workplace possible.