Self-organising teams are a popular concept in today’s business world, but they often fail due to a lack of understanding about the inherent challenges. One of the main obstacles is the human instinct to seek hierarchy, which can undermine the principle of self-organisation. This instinct is amplified by the fact that people naturally resist change, especially when it comes to relinquishing control.

Another challenge is the lack of clarity about roles and responsibilities. Without a clear definition, team members can become confused and frustrated, leading to inefficiency and conflict. A related issue is the absence of feedback mechanisms. Without regular feedback, it’s difficult for teams to learn from their mistakes and improve.

Lastly, self-organising teams often fail because they lack the necessary skills and knowledge. Team members may not know how to make decisions collectively, resolve conflicts, or manage their time effectively. This lack of competence can lead to poor performance and low morale.

To overcome these challenges, teams need to invest in training and development, establish clear roles and responsibilities, and implement regular feedback mechanisms. They also need to confront their instinct to seek hierarchy and embrace change. Only then can they truly become self-organising and reap the benefits of increased productivity and creativity.

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