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How to Spot a Pseudo Team and What to Do About It

Members of a pseudo team arguing with each other while the team lead is not listening

How to Spot a Pseudo Team and What to Do About It 

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My Experience with a Pseudo Team

I’ve been there. The late-night meetings, the lack of progress, the frustration boiling over. All because of ineffective teams.

Today, it’s re-playing in my head.  

I’m leading 20+ teams, most of whom are motivated, engaged, and cooperative.  

But one is a completely different story.  

This is a group of individuals who, despite their best intentions, can’t seem to get it together. 

After months of fruitless meetings, I reach my breaking point. I’m done with the pretense. This was no team at all. Tired of the constant complaining and the lack of tangible results.  

In a moment of frustration, I declare I’m no longer attending remaining meetings and challenge the team to self-organize.  

That decision would change the trajectory of the team and, ultimately, my own leadership journey.  

Driving home that evening, temporary relief melted into regret and a keen realization of the error of my ways. By abdicating my leadership role, I sank the team into further chaos.  

This experience was a harsh lesson, but it ignited a spark within me. I was determined to become a better leader, one who could lead and navigate great teams and challenging teams.  

And so, my leadership development journey began.  

I learned many lessons from that quality failure but two of them remain with me to this day: 

  1. Personal Growth Fuels Team Growth: To inspire and lead an effective team, you must first grow as a leader. 
  2. Purpose Drives Performance: A team without a clear, compelling purpose is destined to flounder. 

A Pervasive Problem 

I didn’t know it at the time but that team was actually a pseudo team. Not the only one I’ve been a part of either. These team challenges I faced are far from unique.  

 

In education and nonprofits, team dysfunction is a common issue. Whether it’s a PLC (Professional learning Community), a leadership team at the school or central office level, or a nonprofit board, the pseudo team struggle is real!  

 

And emerging and mid-level managers are the ones who bear the brunt of this persistent problem. 

I recently came across an article published by the Center for Creative Leadership that reinforced this idea. A staggering 3 out of 5 top challenges faced by frontline and mid-level leaders relate to people and teams. On top of that, 58% of managers report they need more training in people management to effectively lead teams. 

Before diving into the intricacies of pseudo and real teams and what leaders can do about them, it’s essential to define what we mean by ‘teams’ in a workplace context. 

What is a Team, Really?

We often use the term “team” loosely to describe any group of people working together. However, true teams are more than just a collection of individuals.  

Most of the definitions I came across have a common understanding: A team is typically characterized as a group of individuals working collaboratively towards a common goal.  

However, the effectiveness of that collaboration can vary dramatically.  

They’re a cohesive unit with a shared purpose, strong communication, and mutual accountability. 

Other definitions go beyond shared objectives to include interdependence, clearly defined roles, autonomy in task-related work, and active and regular communication. 

The Illusion of Teamwork

Pseudo teams may appear to be collaborative but often lack the essential components that define effective teamwork.

These groups may meet frequently and engage in discussions, yet their interactions are superficial, lack genuine connection, and don’t translate to lasting positive change for stakeholders. 

They’re masquerading as teams but lack the essential elements of true teamwork. Dancing to different rhythms, working independently rather than collaboratively.  

Red Flags to Spot Pseudo Teams

There are several tell-tale signs that indicate pseudo teaming. Use these 7 red flags to spot pseudo teams in your organization.

Limited Collaboration: Team members work in silos, failing to leverage each other’s strengths and insights. They may get work done individually but there’s no vital interdependence. 

Conflict Avoidance: This one is big! Everyone sees the elephant in the room, but no one will speak up (beyond the breakroom and parking lot, of course). Tension is ignored rather than addressed, fostering increasing resentment and disengagement. 

Low Trust: A lack of trust erodes team morale and hinders effective teamwork. Members do not feel safe sharing ideas or concerns.  

Lack of Shared Purpose: Team members have no shared purpose to keep the team aligned, motivated, and on track. 

Lack of Shared Goals: Team members may have individual objectives and goals, but no one knows how they connect or how what they do fits within the broader vision of the organization.  

Poor Communication: Minimal and ineffective communication hinders progress and collaboration. People don’t respond to emails and if they do, it only happens after repeated pleas to do so. 

Minimal Accountability: Individuals prioritize personal agendas over team goals. There’s no accountability measures and process in place to foster mutual responsibility.  

High-Cost Teams

The consequences of pseudo teams are far-reaching, both to individual team members, the organization at large, and the stakeholders they serve.

CONSEQUENCE #1

Decreased Productivity and Efficiency: Without a shared vision and collaborative effort, teams struggle to achieve their goals. 

CONSEQUENCE #2

Diminished Morale: Isolation and lack of support can lead to decreased motivation and job satisfaction.  

CONSEQUENCE #3

Burnout: With limited cohesive dynamics and effective processes to help them manage stress effectively, burnout tends to take hold.

CONSEQUENCE #4

Increased Conflict: Poor communication and lack of trust can breed misunderstandings and disagreements. 

CONSEQUENCE #5

Quality Failures: The sub-par work leads to mistakes, duplication of efforts, and inconsistent service to stakeholders. 

CONSEQUENCE #6

Increased Barriers: Low-quality or inconsistent service thwarts organizational mission and exacerbates inequities.

It takes courage to stand alone, but greater courage to stand with others.

Helen Keller 

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Build Trust and Psychological Safety

Create a safe and supportive environment where team members feel valued and respected.  

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Focus on People

Expand the team’s focus on who and what the team serves. Keep stakeholders front and center in all discussions and work. 

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Define a Clear, Shared Purpose

Establish a shared purpose that inspires and motivates the team. One that’s grounded in stakeholder needs and a compelling vision of an alternate future. 

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Clarify Priorities

Work together to identify the team’s priorities, objectives, and how to measure progress towards outcomes. As author, Stephen R. Covey stated: “Most of us spend too much time on what is urgent and not enough time on what is important.”

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Establish Collaborative Processes

Work together to create effective processes for facilitating meetings, planning, decision-making, and problem-solving. Be consistent in implementing these and create opportunities to refine and improve the way you work together. 

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Build Partnerships

Mine stakeholder strengths and engage them equal partners in the work of the organization and wider community.

Transforming Pseudo Teams into Real Teams

If you’re part of a pseudo team, don’t despair. With the right mindset and approach, you can turn the tide and create a high-value, high-performing team. Here’s Jonlieu’s 7 P’s framework for developing teams and their collective leadership. Try these strategies to shift from pseudo teaming: 

Increase Team Proficiency

Embed learning opportunities in the flow of work for continuous improvement.

Conclusion

Ultimately, the journey from pseudo teams to real teams requires commitment, effort, and a willingness to grow and embrace change. Change from within and change from the outside-in. 

By implementing these strategies, you can transform a pseudo team into a real team that delivers exceptional results.  

Learn to build real teams through Systemic Team Leadership. Visit Jonlieu’s website to learn more about how we support leaders in nonprofits and education. 

Remember: True teamwork is not just about working together, it’s about working together effectively for the benefit of the people we serve. 

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K12 Nonprofits Uncategorized

Empathy-Driven Solutions: Making a Difference Where it Matters Most

Community members engaged in a Listening Circle

Empathy-Driven Solutions: Making a Difference Where it Matters Most 

For nearly a decade, Angela had been a stalwart leader in her community, navigating the tumultuous waters of the nonprofit sector. However, after the waves of unrest following George Floyd’s tragic murder and the lingering aftermath of the Covid-19 pandemic, the small nonprofit found itself at a crossroads.  

Community events, once the lifeblood and financial backbone of their organization, had ground to a halt. As schools cautiously reopened, volunteers and community programs remained suspended, caught in the grip of uncertainty. 

Within the leadership team, a division emerged. Some pointed accusing fingers at the school district, alleging a reluctance to welcome community services for students. Others, however, saw an opportunity for transformation, a chance to adapt programs, even temporarily, to align with the evolving needs of the community. 

Taking a bold leap, the organization chose an unconventional path. Instead of pushing their district partners for a return to business as usual, with predetermined solutions to their challenges, they opted to engage in listening sessions with school leaders. What unfolded was a dynamic exchange of ideas and a collaborative effort to re-imagine their role in the community. 

Out of these discussions emerged a reinvented set of programs—tailored not just to fill gaps but to bring solace and joy to the students and staff who had weathered the storm of isolation, loneliness, and grief during the pandemic. The organization, rather than imposing its preconceived notions, embraced a spirit of empathy and adaptability, creating a more meaningful and responsive impact. 

In this story of resilience, Angela and her team exemplify a crucial lesson: in times of change, innovation arises not from unilateral decisions but from fostering empathy and open dialogue. By actively listening to the needs of the schools and the community, they transformed adversity into an opportunity to make a difference where it mattered most. 

The narrative of Angela’s nonprofit is a testament to the power of empathy-driven solutions in the face of unprecedented challenges. It stands as a reminder that true community leadership involves not just providing solutions but actively engaging with the evolving needs of the people they serve.  

This article will discuss why empathy is crucial to problem solving and how People-Centered Design (PCD) can enable leaders to create empathy-driven solutions for the challenges experienced by their communities. Now, let’s dive straight into it. 

Empathy and Problem-Solving 

In the realm of problem-solving, empathy acts as a bridge between individuals, fostering a deep connection that transcends mere analysis. Contrary to what some might think, empathy is not about walking in someone else’s shoes. The fact is, we really can’t do that. Instead, empathy allows leaders to decipher the nuanced layers of a situation, unraveling complexities, and uncovering potential solutions that resonate with the diverse needs and experiences of those affected.  

Instead of leading with assumptions and a “fixer” mindset, leading with empathy provides profound insight into the perspectives, struggles, and aspirations of the people most proximate to the challenge we’re aiming to solve.  

Theresa Wiseman outlines four key attributes of empathy that can help leaders find solutions that are not just technically sound but profoundly human: 

  • Perspective taking or seeking to understand what the experience is like for someone 
  • Listening with non-judgment 
  • Recognizing someone’s feelings and reaching back into our own experiences with those feelings to understand and connect 
  • Communicating our understanding of their feelings 

Here are 8 reasons empathy is crucial to problem solving: 

Understanding Diverse Perspectives

Empathy allows leaders to see issues from various viewpoints, enabling a comprehensive understanding of the complex factors at play. 

Enhanced Communication

Empathy fosters open and honest communication, creating an environment where individuals feel heard and understood, in more effective problem-solving discussions. 

Building Trust and Collaboration

When people feel that their concerns are genuinely acknowledged by leaders, they build trust, an essential ingredient in working together to solve problems.

Identifying Root Causes

Empathy goes beyond surface-level symptoms, helping leaders delve into the underlying emotions and motivations that contribute to challenges.

Conflict Resolution

Empathy plays a vital role in resolving conflicts by promoting understanding and encouraging compromise, leading to solutions that are acceptable and beneficial to all parties involved.

Adapting to Change

Empathy equips leaders with the ability to adapt to evolving situations by understanding the shifting needs and emotions of those affected, ensuring solutions remain relevant over time.

Reducing Bias

By actively seeking to understand the experiences of others, empathy helps mitigate biases that may hinder objective problem analysis, leading to more impartial and equitable solutions.

Promoting Innovation

Empathy fuels innovation by encouraging leaders to think beyond conventional boundaries, considering diverse perspectives and ideas that may lead to groundbreaking solutions. 

Some people think only intellect counts: knowing how to solve problems, knowing how to get by, knowing how to identify an advantage and seize it. But the functions of intellect are insufficient without courage, love, friendship, compassion, and empathy.

Dean Koontz

A Framework for Empathy-Driven Solutions 

People-Centered Design (PCD) is a framework that enables leaders to create empathy-driven solutions with their communities. There are five interrelated, iterative phases, each of which is deeply rooted in empathy. See our explanation below about these phases: 

Empathize to Understand 

The foundation of PCD is empathy, which encompasses actively engaging with stakeholders to better understand their experiences, strengths, concerns, and aspirations, through a variety of strategies, such as active listening, interviews, observations, and surveys. 

Define and Reframe 

With a wealth of insights gained through empathetic engagement, leaders define and reframe the problem, synthesizing the diverse perspectives and experiences of stakeholders into a good problem statement. In addition, success criteria are established to verify the feasibility of possible solutions.  

Ideate 

This dynamic phase draws upon the collective intelligence of the stakeholders. It emphasizes divergent thinking and creativity to generate ideas to address the identified problem. In this phase, no idea is dismissed. Instead, each suggestion is valued for its potential to solve the problem.  

Create  

This phase of PCD involves building small-scale versions or prototypes of the proposed solutions. These might be physical or digital versions, with which stakeholders can interact and offer feedback. Examples might include rough sketches, models, or mock-ups to verify the practicality of the idea. It also helps leaders bridge the gap between ideation and implementation. 

Test and Refine 

The final phase of the Problem-Centered Design process centers on testing and refinement. Solutions are subjected to rigorous evaluation involving further stakeholder feedback and input. This iterative process ensures that solutions evolve in response to real-world testing. Necessary adjustments are made to ensure the final solution aligns with the needs of stakeholders. 

Real Impact Where it Matters Most

Empathy stands out as one of the most underrated tools for creating sustainable solutions to the complex challenges facing schools, nonprofits, and the communities they serve. By seeking to understand the strengths, perspectives, and lived experiences of individuals and communities, leaders can create empathy-driven solutions and make a real impact where it matters most.  

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People-Centered Leadership for Schools and Nonprofits

Leader listening to stakeholders and encouraging perspective-sharing

People-Centered Leadership for Schools and Nonprofits 

The idea of People-Centered Leadership has become a ray of hope in the constantly changing field of nonprofit and educational leadership, providing creative answers to the intricate problems that face organizations.  This article will discuss how People-Centered Design can herald a new era of effective, equitable, and collaborative leadership for schools and nonprofits. So, let’s get started.  

The Current Leadership Landscape 

Both educational and nonprofit leaders grapple with multifaceted issues, from systemic inequities and disparities to dwindling staff morale and the ubiquitous menace of burnout. 

Distrust among stakeholders can often be traced back to traditional, top-down, deficit-based leadership models that leave little room for collaboration or inclusivity.

The status quo is no longer sustainable, and the need for a more holistic approach is paramount. 

How is people-centered leadership different from traditional leadership approaches? 

People-centered leadership starkly contrasts with traditional leadership approaches in several fundamental ways. Here’s a breakdown of how these two approaches differ: 

Focus on People vs. Hierarchy

People-Centered Leadership: This approach prioritizes individuals within the organization—students, families, staff, community members, or funders. It acknowledges that every individual’s unique needs, ideas, and perspectives contribute to the organization’s success. The focus is on creating a supportive, inclusive, and collaborative environment. 

Traditional Leadership: Traditional leadership often adheres to a hierarchical structure where decisions flow from the top down. It can sometimes be more focused on maintaining the status quo and adhering to established processes, with less emphasis on stakeholders’ individual needs and contributions. 

Listening and Empathy vs. Authoritarianism

People-Centered Leadership: Active listening and empathy are cornerstones of this approach. Leaders take the time to genuinely hear and understand their stakeholders’ concerns, ideas, emotions, and lived experiences. They use this understanding to inform decision-making, creating a more compassionate and responsive leadership style. 

Traditional Leadership: Traditional leadership tends to be more authoritative, with leaders making decisions based on their own perspectives and assumptions or the organization’s established culture and norms. The emphasis is on the leader’s authority rather than building relationships and understanding the diverse viewpoints of stakeholders. 

Collaboration vs. Top-Down Decision-Making

People-Centered Leadership: Collaboration is at the heart of this approach. Leaders actively involve stakeholders in decision-making, recognizing that diverse perspectives lead to better, more innovative solutions. This promotes collective ownership and shared accountability. 

Traditional Leadership: Traditional leaders often make decisions independently or within a small, closed circle of decision-makers. This top-down approach can lead to resistance from stakeholders who feel excluded from the decision-making process. 

Continuous Learning vs. Rigid Structures

People-Centered Leadership: In a dynamic world, people-centered leadership promotes continuous learning. Leaders are open to adapting, evolving, and embracing change. They see themselves as learners alongside their team and value ongoing professional development. 

Traditional Leadership: Traditional leadership may cling to rigid structures and established practices, sometimes resisting change or adaptation. This can hinder the organization’s ability to respond to new challenges effectively. 

Transparency and Trust vs. Secrecy

People-Centered Leadership: Transparency and accountability are key principles of leaders who embrace people-centered principles. Leaders openly communicate their decisions and actions, building trust among stakeholders. This transparency fosters trust and credibility. 

Traditional Leadership: Traditional leadership may sometimes operate with a degree of secrecy, delaying communication about decisions that impact stakeholders, or worse yet, waiting until stakeholders hear from other sources. This lack of transparency leads to distrust.

The Impact of People-Centered Leadership 

Now, you might wonder how adopting a people-centered leadership approach could impact your organization positively. Let’s delve into some compelling reasons why embracing people-centered leadership can make a significant difference, not only with the people you serve, but also for your organization’s mission. 

Enhanced Problem Solving 

People-centered leadership involves including stakeholders in problem-solving, ensuring that diverse perspectives are not only considered but also contribute to solutions. Welcoming this approach leads to innovative and practical solutions to complex problems. This results in developing more innovative and efficient solutions.

For example, a school that adopts people-centered leadership involves teachers, social workers, counselors, students, and families in problem-solving around chronic absenteeism. Together, they develop creative strategies based not only on research and evidence-based practices but also based on their students’ and families’ perspectives and lived experiences.

Improved Stakeholder Engagement 

When individuals feel heard and valued, they become more engaged, for the benefit of the organization and community. This boosts morale and leads to a stronger sense of community. Imagine a nonprofit board making the shift to people-centered leadership. Instead of brainstorming solutions they think will work based on assumptions, they succeed in improving engagement by actively involving staff, volunteers, funders, and community members, in shaping or reshaping programs and service offerings based on their community’s actual needs, concerns, and aspirations. 

Reduced Burnout 

By acknowledging the needs and well-being of stakeholders, leaders can proactively address issues that contribute to burnout. Rather than coming up with programs they think will motivate employees to prioritize their wellbeing, a school district might make it safe enough for staff to challenge the status quo by naming organizational barriers that contribute to stress and burnout and sharing potential solutions to remove those barriers. A supportive and caring environment created through people-centered leadership can significantly reduce stress and improve employee retention.  

Equitable Experiences and Outcomes 

In nonprofit organizations, people-centered leadership can help promote a safer, more equitable environment, for marginalized communities. Instead of clinging to “how we started” and “what we’ve always done,” organizations could engage in the hard work of intentionally listening to the communities they serve to understand the true impact of their policies and practices and make real changes based on stakeholders’ perspectives and lived experiences. This can lead to more equitable experiences and outcomes for the communities served by the organization. 

Trustworthiness and Credibility 

Leaders who practice people-centered leadership are seen as trustworthy and credible by their stakeholders. This trust is invaluable in building strong, lasting relationships.  Take, for instance, a charitable organization who is struggling to grow in a post-pandemic environment. The leadership’s decision to take a transparent approach to resource allocation goes a long way to building trust among donors and partners, leading to increased support and collaboration. 

People–Centered Design: The Way Forward

People-centered design is the way forward for leaders in education and nonprofit organizations who recognize the limitations and negative impact of the traditional approach to leadership; and who want to solve complex challenges while caring for the people they serve. It provides a single framework and road map for creating a collaborative, empathetic, and solution-oriented leadership approach.  

People-centered design in leadership is a holistic approach that places individuals’ needs, perspectives, and experiences front and center in decision-making and problem-solving.  

The time for change is now, and people-centered design is your compass to navigate the unprecedented complexities of the world in which we now live. 

By cultivating people-centered leadership, you have the potential to create a transformative impact on your organization and, ultimately, on the lives of those you serve. The future is people-centered; together, we can lead the way to a better tomorrow.  

Visit our website at Jonlieu to discover more resources, tools, and leadership stories that will inspire and guide your journey toward a brighter, more inclusive future. 

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Nonprofits

Designing A Better World: People-Centered Design For Nonprofit Leaders

Community members engaged in Restorative Practices Circle

Designing A Better World: People-Centered Design For Nonprofit Leaders

Countless non-profits feel like they’re fighting an uphill battle, striving to meet community needs and stay afloat, with limited resources. Without the right approach, making a lasting difference in your community seems elusive at times.

Like any company, non-profits face a wealth of daily challenges. From attracting and retaining donors and generating revenue, to managing staff and volunteers and meeting community needs. But more serious issues lurk beneath the surface, namely, the ongoing struggle to engage communities on a deeper level. Gone are the days when it’s enough to simply claim that your organization is making a difference. To stay relevant, redesigning the way you operate and deliver services is crucial. 

And that’s where people-centered design comes in, helping non-profits solve complex challenges while promoting psychological safety for stakeholders, so they feel included, and safe to learn, contribute, and challenge the status quo.

People-centered design is a game-changing approach to non-profit learning and engagement that places your people at the heart of all you do. It’s about co-designing programs with your clients and donors – not for them – to help you increase community engagement as a non-profit. By working with the individuals and families you aim to serve, you can more clearly pinpoint their strengths, goals, and aspirations, and collaboratively outline the blueprint required to achieve them.  

Applying people-centered design principles and practices deepens your understanding of your audience through empathizing, listening, and using their feedback to transform the way you serve your community.  

Ask yourself: 

• Who am I trying to reach? 

• What does my organization stand for? 

• What does my audience stand for? 

• How can I offer more value based on their influence? 

Why People-Centered Design? 

Putting people first is the most powerful way to make a lasting difference in your community. By far, it will be the sharpest problem-solving instrument in your toolbox, empowering you to create better solutions to bigger problems that you can’t do without your community’s support. Leading with people-centered design helps you redefine your programs based on the needs of the people you serve. Are you ready to serve your community better? You’ll be amazed at how people-centered design will help you:

Build stronger relationships with the people you serve

Destroy silos and embrace more diverse perspectives

Use community outreach to unearth crucial data from the source

Solve tough community challenges through creative approaches that challenge conventional methods

Discover unexpected solutions to improve results

Remove the guesswork from the design and development process

Ensure the important work you do achieves the results you desire

Reimagine Non-Profit Learning & Engagement  

At Jonlieu, we firmly believe that human-centered thinking must become the norm for non-profits and the communities they serve. Our programs help non-profits just like yours truly transform communities through the power of people-centered design. If you’re ready to roll up your sleeves, join forces with Jonlieu to initiate lasting change in your community, let’s chat. 

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