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4 Phases of Building a Team That Embraces Personality and Individual Differences

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Casablanca. And frequently, that’s how executives think when they create teams, committees or task forces.The boss says or thinks something like: “Let’s appoint anyone who might know something about this issue.” Or even more likely: “Grab anybody who’s got a stake in this thing.”Organizations, of course, love such groups because, when they work, they can improve coordination, help employees feel more involved, and maybe even spur innovation.

But when they flop-or, more commonly, just lapse into mediocrity-they can drain an organization of its vitality and leave a legacy of posturing, power struggles and misunderstandings.We naively assume any group can automatically be a team.

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