- Absence of Trust
At its core, trust is the bedrock of any functional team. Without it, members are unlikely to share vulnerabilities or seek help. For recruiters, this underscores the importance of finding candidates with emotional intelligence and interpersonal skills. Screening for openness, humility, and a collaborative mindset during interviews can lay the groundwork for trust. - Fear of Conflict
Healthy conflict is vital for innovation and problem-solving. Teams that avoid conflict often make poor decisions because dissenting voices are silenced. In recruitment, it’s crucial to assess how candidates handle disagreements—do they engage constructively or retreat into silence? Behavioral interview questions about past conflicts can reveal a candidate’s approach. - Lack of Commitment
Teams that don’t openly debate decisions struggle to commit to them. When hiring, look for individuals who demonstrate ownership and a proactive attitude. Candidates who align with the company’s mission and values are more likely to commit to their roles and contribute meaningfully to team goals. - Avoidance of Accountability
A fear of holding others accountable can cripple a team. Recruiters and hiring managers should seek individuals who value accountability—not only for themselves but also for their peers. This can be gauged by asking candidates about their role in enforcing or adhering to standards in previous teams. - Inattention to Results
Teams that prioritize individual achievements over collective success risk stagnation. Recruitment processes should emphasize cultural fit and a focus on shared goals. During onboarding, reinforce how individual roles contribute to broader team success to instill this mindset early.
