Sometimes, people who seem to be resisting team work are merely lacking the courage to voice an opinion that, perhaps, this particular project does not require constant collaboration. Also - teamwork can simply mean that each individual is an important cog in the machine and pulls his/her weight on his/her part of the project. It doesn't have to mean "participate in a work group." And sometimes, being a part of the team is simply a day to day existence on a functional or project team. Again, good team work does not necessarily have to mean "participate in a work group"

Does this person contribute well when on his/her own? Perhaps you need work with him/her to find a balance?

Just offering some things I've encountered in day to day life...

P.S. ... and think on this... how many people really, truly enjoyed class projects where you HAD to work in a group and you didn't even get to choose the other people you were going to work with? Sometimes, for some people, team stuff at work feels like that.

This message has been edited. Last edited by: Fanatic Facilitator,

Hi Andrew,

Take a look at the leadership of the group...this could be a source of conflict for certain individuals.

Also, I would back up and assess what kind of culture you want to create. If it is a team culture, then I would recommend building this into your strategy, selection systems, etc.

How are you rewarding the employees...for their work as individuals, for working as a team, or both?

My October newsletter covers the topic of teams, as do some of the articles on my home page.

www.mlevelsystems.com
M-Level Systems

I would be more than happy to discuss this topic further with you.

In addition to the views expressed above, you might also consider a positive systemic effect of the situation as it is. This can be especially helpful in teams, where the easy solution of exchanging group members is not an option. Having one group member outside teamplayer norm actually helps the team players to work together, because it frames their team activity and enhances their wish to play together. the odd one out strengthens the norm, so to speak. How to make sure the person doesn't become scapegoated. Create a facilitated session where each member focuses on some unique working style characteristic that they might have and how it enriches the team, and support the introvert to point out what is good about what he does, so he doesn't become that one who has to change, which never works, but rather the team can use to situation to add value to what they are all doing.