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Teams on the Belonging Pole

Teams that shape their behaviour pattern in such a way that primarily the belonging needs of the employees are satisfied, often look like this to the observer:

• The relationships and questions of sympathy are a constant subject in such teams
• The expression of antipathy is quickly sanctioned. Instead, there is quite a pressure towards harmony.
• In the event of conflict, one reacts with appeasement and the invoking of commonalities.
• Successes are usually ascribed to the team and not to the individual.

From this, one can see that feeling comfortable is more important here than achievement and success. Collaboration make it easier to cover up for individual weaknesses or to balance them out. Competition within the group is low. The willingness to perform is accomplished through common enemies from outside (“Let’s show them!”). Uniqueness-orientated members quickly fall into an outsider position and are thwarted in their efforts.

For organisations, such teams are a problem, when there is a weakness in performance, a need to swop on the employee level and when there are frequent mistakes. As long as things run smoothly, everything is fine!



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