Use Team Norms to Lessen Team Conflict

Do you feel there are undercurrents of tension that may be sabotaging the success of your team?

No-one in particular is breaking any rules, but there's some on-going niggling, people clashes and actions that prevent your team from being all that it could be? If you do, then may be you haven't clearly, documented team norms.

What Exactly Are Team Norms?

Norms are the bridge between principles and rules.

Norms are different from rules in that rules state exactly what must occur, when and how.

Principles are more general in that they guide people but never provide the 'how' to do it.

Therefore to bridge the gap between the closely defined 'how' to do it of rules and the more loosely defined 'guide' of principles we use norms.

In effect with norms you are saying "this is what we normally expect to see happen, but we do understand that occasionally circumstances may cause you to perform outside the norm".

Advantages of Creating Team Norms

1. Reduces Conflict & Stress within the Team.

   Team member conflict is reduced when people know what's expected.

   Team members arrive in organizations with their own rules, attitudes, values, beliefs and personality styles. For example, for one team member (Ted) being a couple of minutes late to a meeting for a meeting is no big deal; for another (Suzy) latecomers to meetings are disrespectful. And there are the small beginnings to what can become major conflict. Having a team norm such as "Be on Time" that is accepted by all will reduce conflict and stress between these two team members.

   If Ted is being consistently late then Suzy can say "Hey we have a team norm that says, 'Be On Time'. I've noticed the last few meetings you haven't been - can we talk about what it is going to take for you to get to the meetings on time".

2. Enables Team Members to Hold Each Other Responsible Without Having to Third Wheel the Team Leader

   Sticking with our 'late to meetings' scenario: because the team norm is in place it stops Ted saying "And who died and left you in charge!" when the issue is raised with him by Suzy. Without the norm Suzy would be left with little place else to go but "Well that's the right thing to do according to me".

   

   With norms in place Suzy can respond with "This is one of the team norms that we all agreed to. If you think the norm needs changing or don't want to work within its framework or if you think I'm misinterpreting it, then lets raise it with the team".

   Norms enable team members to quickly provide each other with feedback when they see performance is going off the rails and without having to resort to the Team Leader to run interference. One of the great hallmarks of high performance teams.

   Having said that team members providing each other with feedback is often one of the most challenging (and often the last to get done well) aspects of high performance teams. To further enhance your understanding of team development you may like to read the article from our membership site Align-Lead-Inspire.com.

3. Enables Team Members to Focus On their Goals & Objectives

   Teams come together to achieve some type of goal or objective ... BUT how much time do you (and others) lose every day because of team conflicts?

   When there are niggling issues and conflicts going on, team members spend an inordinate amount of time on the niggles rather than on the business at hand - which is to achieve their strategic purpose.

   Teams know what behaviors are holding them back from achieving their individual and team goals and what behaviors are needed in order to succeed. Team norms are best developed by team members ... and because 97% of people want to feel that what they do at work is important ... you can guarantee that they will want to develop norms around those behaviors that have slipped into the team (or could slip into the team) that will hold them back from feeling successful.

Tips to Make Sure Your Team Norms Are Successfully Implemented

• At your initial brainstorming session, use an external facilitator who is not caught up in the personality issues.

• Make sure the norms are written down and each team member signs off that they are committed to using the norms and to providing each other with prompt constructive feedback when a norm is not being upheld.

• Post them somewhere prominent.

• At least once a month, review at a team meeting, how effectively the norms are being applied, whether they are still relevant or if others need to be included.

• Be wary of using the norms as a rule book. They are simply how you normally expect people to perform. Don't try to legislate every single conflict - keep to the more important issues.

• Applying team norms calls for good judgment.

  Have you ever encountered a couple of misbehaving children and you had to sort our their behavior?

  One child you simply look at sternly and a torrent of tears ensues? Yet their sibling requires the strongest hauling over the coals in order to get them to change their behavior.

  Correcting the misbehavior is the norm. How you do it, calls for your good judgment. The same with team norms. Calling attention to someone going off the rails you want to do. The how that this is done ... that calls for good judgment. Developing the skills of providing others with feedback is critical to any high performance team.

• When new team members join, as part of their induction process, have a team member take them through the norms and explain why each one is important and how to apply it for best effect.

Sample Team Norms

• We show respect when we listen without being defensive and speak without being offensive

• We have a tidy workplace when we put everything in its place and clean up after ourselves

• We improve our productivity when we have running shift handovers, all logs are read before the start of the shift and the new team member coming on is adequately briefed by the handover person

• We adhere to meeting and agenda times

• Only one person speaks at a time

• Every meeting has a designated facilitator and minute taker

• You organize an alternative to take your role if you are going to be absent

• We voice our opinion during the meeting, not after

• If a person is late to a meeting they are responsible for discovering what they have missed after the meeting. The meeting should not be disrupted to go over information that had been previously discussed

• A person who is regularly late or misses meetings, will be asked to leave the group. (We will assume they are not committed to the objectives of the meeting)

• Absences are notified before the meeting commences

• All team members are involved and encourage quieter team members to have their say

• Minutes are typed up and posted within 24 hours

• Action lists are generated and published for every meeting and are completed by their due date

High Performance Teams take the time to clearly articulate and agree the norms that will enable them to function effectively, efficiently and cohesively.

Diminish stress and conflict in your team by giving them the tools to sort through and minimize the number of divisive issues they are confronted with. Team Norms are just one of the tools in your tool bag to setting your team well along the path of high performance.