Why Some poeple are ver bad at team work

Undefined Business Goals Similar to not understanding their roles, team members who don\'t know what the goal is cannot pursue that goal. Managers need to define the goal in clear, concise terms so that everyone knows what they are working toward and so they do not become distracted.For example, a
warehouse manager might set a goal of cleaning the warehouse and to organize it for inventory by a specific set date. The manager needs to make clear to everybody that it the goal is to clean and organize the warehouse, but not to not conduct inventory until this task is done so that people don\'t
start getting ahead of the task at hand.\r\nLack of Clarity in Communication\rEveryone has different communication styles. This means that people on the same team might misinterpret what another team member says or writes. This creates miscommunication that could result in tasks not being completed
or in not being completed on time.\r\n\r\nFor example, if one team member emails another team member about something a client needs, and the email response is – \"Okay,\" then both team members might think that the other is handling the situation. Managers should create a specific
protocol designed to help with communication.\r\n\r\nHypothetically, if an email recipient is being advised of a situation, but there is no \"call to action,\" then the subject line should read: \"For Your Information\" whereas if there is a subject line of \"Needs Your
Attention,\" this implies that a problem or a potential problem is on the horizon and that the team must meet to identify and then act upon a solution.\r\nWhen Personalities Lock Horns\r\n\r\nIt is human nature that people don\'t always get along. Sometimes personalities just don\'t mesh.
Business leaders need to identify situations in which two team members are in conflict, and to then develop an action plan that can help both to perform optimally. For example, one team member might be upset about having been passed over for a promotion and now, he must answer to the person who got
that job.\r\n\r\nLeadership needs to acknowledge the issue and then perhaps create a development plan that will help both employees meet their personal goals at work.

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