Small teams, working loosely together, can be more productive and innovative than larger, more structured teams. This concept, known as “Small Teams, Loosely Joined,” is based on the idea that smaller groups are more flexible and able to adapt quickly to changes, making them more efficient and effective. They can also foster a sense of ownership and responsibility among team members, leading to increased motivation and engagement.
The structure of these teams can vary, from being completely independent to having some level of hierarchy. Regardless, communication is key to their success. Shared understanding and trust can be built through regular, open dialogue, which can also help to prevent misunderstandings and conflicts.
However, these teams are not without challenges. They can be prone to groupthink, where members are reluctant to challenge the status quo or voice dissenting opinions. This can stifle innovation and lead to poor decision-making. To counter this, diversity within the team and a culture that encourages questioning and debate are crucial.
While not suitable for every organisation or project, the “Small Teams, Loosely Joined” approach can provide significant benefits when implemented correctly. It offers an alternative to traditional, hierarchical team structures and can lead to increased productivity, innovation, and employee engagement.
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