For most of us, teamwork is a part of everyday life. Whether it is a home, in the community, or at work, we are often expected to be a functional part of a performing team. When faced with a new team, it is essential that we build rapport with one another and develop trust. At the beginning, you cannot expect the relationship to be rosy and everything to fall into place and get optimum performance. Forming a team takes time, and team members often go through different stages of development before finally uniting as a team and achieving success. Teams typically move through four stages of group dynamics according to Bruce Tuckman Forming, Storming, Norming, and High Performing.

Project teams have a fifth stage of Development-Adjournment. Teams grow in effectiveness as members spend time together and learn to overcome differences and build on each other’s strengths.


A strong corporate culture typically encompasses a set of core values that guides the behavior and decisions of individuals within the organization. While there can be variations depending on the specific organization and industry, here are some of these values:

1. Integrity: This value emphasizes the importance of honesty, trustworthiness, and ethical behavior. It involves acting with integrity in all aspects of business, maintaining high moral standards, and being transparent and accountable for one’s actions.

2. Collaboration: Collaboration fosters teamwork, cooperation, and open communication among employees. It promotes the idea that individuals working together can achieve more than working in isolation. A culture of collaboration encourages knowledge sharing, mutual support, and a collective effort toward common goals.

3. Innovation: A culture of innovation encourages creativity, experimentation, and continuous improvement. It values new ideas, encourages problem-solving, and embraces a willingness to take calculated risks. Organizations with a strong culture of innovation often prioritize learning, adaptability, and staying ahead of the curve.

4. Customer Focus: Putting the customer at the center of all activities is a crucial value for a strong corporate culture. It involves understanding and meeting customer needs, providing exceptional service, and maintaining strong relationships with clients. A customer-focused culture emphasizes empathy, responsiveness, and a commitment to delivering value.

5. Diversity and Inclusion: Valuing diversity and inclusion means recognizing and respecting individual differences, such as race, gender, ethnicity, age, and perspectives. It involves creating an environment where all employees feel included, valued, and empowered to contribute their unique talents. A culture that embraces diversity and inclusion promotes equal opportunities, fairness, and a sense of belonging.

While these values are common, it’s important to note that different organizations may prioritize other values that align with their specific mission, vision, and goals.


Bullies- One member continually attempts to speak for all

Lack of trust- Inauthentic leadership

Competing agendas- No buy-in, no consensus.

Lack of communication- Everyone is talking at once, so one is listening or sometimes people are not able to articulate their feelings


Encourage- Fostering new ideas, soliciting input

Shared values, shared vision- Working for a common goal

Clear Communication- Using consistent methods for keeping everyone informed.

Ownership- Everyone on the team feels connected and engaged.


1.     Team members in doubt or aggrieved, must be encouraged to ask questions and talk to the leader or his representative that is capable of providing right answer and/or proper explanation

2.     Team members should be discouraged from gossiping about a member’s concern and/or asking people that cannot give a proper answer

3.     Before any aggrieved member meets with the leader to clear the air, it should be a standing policy of the team to always give the leader the benefit of the doubt, and that the leader means well

4.     Aggrieved team member should be bold to clearly state his/her opinion and/or area of concern

5.     The leader should patiently attend to the concern of the team member and give explanations to the best of his/her ability and not hold the discussion against the member 

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This Article is written by Dr. Sunday Ade Bello FCLMI, he is a multi-talented, analytical, and accomplished Professional Manager, Management Trainer, Inspired Writer, Examiner, and Consultant. Training, consulting, education management, curriculum development, and research are some of his specialties