Why Teams Don't Work

Why Teams Don't Work : What Went Wrong and How to Make it Right

3.25 (24 ratings by Goodreads)
  • Paperback
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Today's companies are fast turning to teams for organizing and doing work. Yet, many managers have found teams prone to problems that make them ineffective. But fad or not, teams are here to stay - and when they do work, companies and managers benefit enormously. In this much acclaimed book (winner of the Financial Times Global and Business Books Award) - now updated and revised - the authors identify the obstacles that prevent teams from achieving their potential. They provide practical methods and tools to enable team members and managers to make the promising of teams - greater effiency, flexibility and productivity - come true.
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Product details

  • Paperback | 249 pages
  • 130 x 194 x 20mm | 340.2g
  • Texere Publishing
  • Florence, United States
  • 1587990253
  • 9781587990250
  • 2,562,217

Table of contents

1. The team ideal 2. Team instinct 3. Individual needs vs. team needs 4. Teamwork vs. socialwork 5. Misplaced goals, confused objectives 6. Bad decision making 7. Uncertain boundaries 8. Unresolved roles 9. The wrong policies and procedures 10. The people problem 11. Dealing with difficult people 12. Leadership failure 13. Faulty vision 14. Toxic teaming atmosphere 15. Competitive hazards 16. Communication shortfalls 17. Rewards and recognition 18. Trust hell 19. Change issues 20. The myth of adventure learning 21. The myth that sports teams and work teams are similar 22. The myth of personality 23. Myths of team leadership 24. The myth that people like working together 25. The myth that teamwork is more productive than individual work 26. The myth of 'The more, the merrier' on teams 27. The myth that teams must somehow have more than one team member to be a team 28. The myth that teams work everywhere 29. Moving teams through stages toward success 30. Teams and technology 31. Long-term health
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Rating details

24 ratings
3.25 out of 5 stars
5 8% (2)
4 42% (10)
3 25% (6)
2 17% (4)
1 8% (2)
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