Discover better team development strategies and the importance of coaching leadership, individual-based management, and structured knowledge sharing.
The Frustration of Ineffective Team Building
As a manager, team leader, or line manager, you’ve likely been encouraged to invest time and money in team development activities. You’ve followed the logic: strong teams work together towards a shared goal, and their collective output exceeds the sum of their individual contributions. But despite the enthusiasm, have you ever walked away from a team-building exercise feeling like it was completely pointless?
Perhaps you’ve seen team development efforts fall flat, failing to make any noticeable impact on performance. Or worse, you’ve witnessed team members disengage further, feeling misunderstood or mismanaged. The problem isn’t team development itself – it’s the assumption that all teams function in the same way.
The Misconception: Not All Teams Are the Same
One of the most common pitfalls in team development is treating every team as if it operates like a sports team – fully interdependent, working in unison to achieve a single goal. This assumption, while intuitive, simply doesn’t hold up in many organisational structures.
Consider a sales team. Each salesperson works with customers, suppliers, or other departments, but not necessarily with their colleagues. Or take a group of product managers, each overseeing a separate product line – they don’t collaborate on projects but instead interact with manufacturing, logistics, and marketing teams. For these teams, the traditional model of “working together to achieve a common goal” doesn’t apply. So why are they being trained as if it does?
The Risk of Mismatched Team Development
Now, imagine sending a group of product managers to a team-building retreat where they’re asked to build a catapult together. The exercise is meant to illustrate the importance of teamwork, but it’s irrelevant to their actual work dynamic. When they fail at the task, the facilitator concludes that their real-world struggles stem from poor teamwork. The result? Frustration, disengagement, and zero practical solutions. Instead of fostering unity, the experience alienates team members and provides no tangible strategies for improving their effectiveness.
The Real Problem: Misidentifying Team Structures
Rather than assuming that all teams function in the same way, managers must first understand the nature of their team’s work. Broadly speaking, teams fall into two categories:
- Interdependent Teams – These teams collaborate closely to achieve shared goals. Sports teams, surgical teams, or project-based teams fit into this category.
- Extra-dependent Teams – Team members work primarily with external stakeholders rather than each other. Sales teams, product managers, and regional representatives often fall into this category.
Many managers fail to recognise that they lead an Extra-dependent Team, leading them to impose ineffective team-building strategies.
The Solution: Managing Extra-dependent Teams Effectively
If you lead an Extra-dependent Team, traditional team-building exercises won’t deliver results. Instead, consider these three approaches to fostering team cohesion and improving performance:
1. Shift From Group-Based to Individual-Based Management
Because Extra-dependent Teams don’t function as a collective unit, whole-team meetings and activities are less effective. Instead, focus on one-to-one leadership. Regular check-ins and tailored support help individual team members excel in their specific roles. Managers should act as coaches, guiding individuals rather than dictating group-wide strategies.
2. Develop a Coaching Leadership Style
Managing an Extra-dependent Team requires a different leadership approach. Unlike in Interdependent Teams, where managers witness teamwork in action, Extra-dependent Team leaders often don’t see their team members perform day-to-day. This means providing feedback and support without direct observation, which is where coaching becomes essential.
A strong coaching-style leader asks questions, listens actively, and helps team members find their own solutions rather than imposing directives. This method fosters autonomy, problem-solving, and continuous improvement, ensuring that employees feel supported and capable in their independent roles.
3. Facilitate Knowledge Sharing Instead of Forced Collaboration
Extra-dependent Team members benefit more from sharing knowledge and best practices than from traditional team-building activities. Instead of focusing on abstract team unity, create structured opportunities for members to discuss challenges and solutions.
For example, a salesperson struggling with a difficult client might learn a new negotiation strategy from a colleague who faced a similar situation. A product manager might discover a process improvement from another team member. These practical exchanges drive real improvements and naturally strengthen the team’s bond.
The Risk of Ignoring These Strategies
If managers fail to acknowledge the structure of their team and continue pushing Interdependent Team models onto Extra-dependent Teams, the consequences can be severe. Employees may feel misunderstood, leading to disengagement, frustration, and underperformance. Worse, managers who don’t recognise their role in the dysfunction may blame the team rather than adjusting their leadership approach.
This is where Organisational Coaching Hub can help. By applying coaching-based leadership and understanding team dependency dynamics, managers can create a truly supportive environment that enhances both individual and team performance.
Final Thought: Rethinking Team Building
The key takeaway? Team building isn’t always the answer. The real solution lies in recognising how your team operates and adjusting your leadership approach accordingly. By focusing on individual development, coaching-based leadership, and structured knowledge sharing, you can transform Extra-dependent Teams from disconnected individuals into a well-supported, high-performing group.
If you’re ready to take a more strategic approach to team development, explore our coaching resources at Organisational Coaching Hub and discover how to manage your team effectively.
