"an illustration of a white cracked teapot, white background", image generated with Midjourney.
Reflecting on a recent lousy teamwork experience, I aim to expose the contributing factors, dynamics, and lessons learned to improve future collaboration efforts.
The case in question was a brainstorming session with my colleagues to discuss the updates in the teaching plan for the next academic year. Each teacher was to bring ideas for their fields and explain them to the other. An open discussion to align everyone will then follow. The group consisted of five professors representing the five main teaching sectors. It was the perfect mix of talents that could ensure a successful outcome. However, as the session progressed, it became clear that our teamwork could have been smoother.
There needed to be more communication among the group from the beginning. The meeting was disorganized, and we failed to establish clear roles and responsibilities. This led to confusion about who was supposed to do what, and several tasks were duplicated while others were neglected entirely. The lack of preparation from some professors led to a loss of time and frustration for those who had done their assignments.
Fabian, one of the oldest professors and dean of the department, took on a dominant role, often dismissing ideas from others without proper discussion. This created an almost hostile environment where some members felt their contributions were undervalued. The frustration grew among the group, and more time was spent on counter-arguments than on building the plan.
The situation peaked when we decided to remove Fabian’s mathematics teaching unit and replace it with a neuroscience unit from a new professor. This decision triggered jealousy and misunderstanding. He felt terrible about it and started to accuse us of impoverishing the curriculum. The new professor, Alexandre, remained silent, barely participating in the heated discussions. Ultimately, the objective we had set for the session was missed, and we finally agreed to postpone the work. The lack of leadership and cohesion was evident, and despite our attempts to mediate, the underlying issues of mistrust and poor communication remained unresolved.
Looking back, several key issues stand out. Our team failed to define and agree on specific roles early on, leading to confusion and overlap in tasks, ultimately affecting the quality of the session. Communication and preparation needed improvement, as well as structure. There was also no shared online platform for continuous dialogue or feedback. The presence of a dominant member who overshadowed others’ contributions and a member who showed indifference and/or shyness created a toxic dynamic that demotivated the team and led to ineffective collaboration. Even if conflicts can appear in any team, our inability to resolve them more constructively was evident.
Although this experience was challenging and painful, it can serve as a base for improving my preparation and structure for future working sessions with my colleagues.
Firstly, we need to establish clear roles early on and define each member’s responsibilities to avoid confusion and ensure accountability. Regarding communication, we should use a shared platform for continuous feedback and ideas, as the latter can come to mind anytime. I would also encourage equal participation by identifying a mediator to manage talking time. When conflictual situations arise, we also need to have previously negotiated resolution mechanisms, for example, by setting rules for debate and a person who has the final decision power. Recognizing the importance of clear communication, defined roles, and mutual respect, I am committed to fostering a more collaborative and supportive working session process. This experience, though negative, has been a step in my personal and professional growth, teaching me that even failed teamwork can be an influential teacher.
Laurent Bolli - Blog 