Grupos de trabajo vs. Equipos de trabajo

Do you understand the difference between a work team and a work group?

When it comes to leading an organization, one of the most crucial decisions is to define whether you need to form a work team or a work group. This subtle but essential differentiation can significantly influence the success of your organizational efforts. Here's a closer look at the differences, as well as examples and practical tips for applying this knowledge effectively.

What are the objectives of each?

Objectives are the key to distinguishing between a work group and a work team.

• Working groups: Their main goal is to share information to take the organization to a higher level. Here, each member focuses on his or her own individual duties and goals, contributing to overall growth by sharing knowledge or resources.

• Work teams: The objective is to achieve collective performance that advances the organization's goals. This approach requires all members to be aligned with a common purpose, working hand in hand for collective results.

What is the nature of synergy?

The term "synergy" is crucial to the difference here:

• Workgroups: synergy can be neutral; in some cases, even negative. This occurs when collaboration is not effective, and individual efforts do not add up to the common goal.

• Work teams: Synergy is always positive. Efforts are coordinated to ensure that the collective focus drives the organization in the right direction.

How is accountability managed?

Managing accountability is another key differentiator:

• Workgroups: each individual is accountable for his or her own tasks and results. This means that the success or failure of one member does not necessarily affect the others.

• Work teams: Responsibility is shared between the individual and the mutual, creating an environment where the success of the team directly impacts each member. This fosters a culture of shared support and accountability.

What type of skills are valued?

The diversity of skills also varies between the two concepts:

• Workgroups: member skills are often random and varied. A working group is usually composed of experts in different areas with a more individualistic approach.

• Work teams: Skills are complementary, which generates a collective intelligence that benefits from diversity and inclusion. This allows the team to take full advantage of the individual strengths of its members, fostering inclusive spaces that enhance performance.

Tips for implementing an effective approach:

1. Clarify the mission and objective: Make it clear whether you are seeking to maximize collaboration (team) or independence (group).

2. Foster an inclusive environment: Welcome diversity of skills and leverage these talents through integration and shared learning.

3. Establishes norms and roles: Clearly defines expectations, responsibilities and expected contributions for each member, whether in individual or collective format.

4. Cultivates shared responsibility: Promotes mutual accountability in teams working on common actions, strengthening commitment and cohesion.

Understanding the difference between work groups and work teams is critical to creating an organizational environment that enhances success. Take these distinctions into account the next time you are shaping work dynamics to ensure you are aligning with the true needs of your organization.