How to adapt as a team for better performance?

Adaptation: the foundation of high-performance teams

The study identified four main patterns of adaptation in teams.

1. Fragmented adaptation

Fragmented adaptation is characterized by a lack of coherent strategy, leading to variable and often low levels of well-being, both at individual and team level.

It is centered around :

• Lack of coherent strategy: Teams lack a clear plan for dealing with stress, leading to disorganization and inefficiency.
• Lack of shared thinking: There is little or no discussion of stress and how to manage it, leading to inconsistent coping actions.
• Variable well-being: Levels of well-being vary considerably among members, with some managing to cope individually, while others feel overwhelmed and unsupported.

In a fragmented team, some members may try to manage their stress by working in isolation, while others may completely ignore their coping needs. This uncoordinated approach can lead to a deterioration in team performance and an increase in internal tensions.

2. Individual-centered adaptation

In this model, team members prioritize their own adaptation needs, often to the detriment of collective well-being. While individuals may experience an improvement in their personal well-being, team cohesion and performance may suffer.

It is based on :

• Focus on individual needs: Members focus on their own coping strategies to deal with stress, such as taking regular breaks or arranging their personal workspace.
• Less collective reflection: There is little discussion of collective challenges, with each member focusing on his or her own concerns.
• Risk of disengagement: Weak interaction and coordination can lead to a lack of cohesion and reduced team performance.

A member of a team focused on the individual may decide to work staggered hours to achieve a better work-life balance, without coordinating with the rest of the team. While this may improve his or her well-being, it can also create communication and synchronization difficulties with colleagues.

3. Team-based adaptation

Teams that follow a team-based adaptation model focus primarily on collective well-being, often to the detriment of individual needs. This approach may strengthen team cohesion, but it risks neglecting individual problems.

It is based on :

• Priority to the collective: The focus is on the needs of the team as a whole, with actions designed to strengthen team performance and solidarity.
• Less focus on individual needs: Members may sacrifice their own well-being for the benefit of the team, which can lead to personal burnout in the long term.
• Collective reflection: brainstorming meetings focus on team objectives and challenges, with less attention to personal concerns.

A team-oriented team may decide to hold intensive work meetings to maintain productivity, without allowing sufficient breaks for members to manage personal stress. Although this boosts collective productivity, some members may end up feeling exhausted.

4. Balanced adaptation

Balanced adaptation is based on a harmonious approach to maintaining a high level of well-being at both individual and collective levels. Teams adopting this model succeed in aligning their adaptation efforts with the needs of individuals and the team as a whole.

It is characterized by :

• Active and regular reflection: Balanced teams devote time to regular meetings where they openly discuss the challenges and stresses they face. This enables each member to share their concerns and contribute to a collective understanding of the issues.
• Shared stress assessment: Thanks to these discussions, teams develop a common assessment of the stresses they face, which facilitates concerted decisions on actions to be taken.
• Collective and individual coping: Coping strategies are chosen to meet the specific needs of individuals, while supporting team performance and well-being. For example, if a member feels isolated, the team can organize virtual social gatherings to strengthen cohesion without overloading those who are already highly connected.

A well-balanced team can plan regular virtual coffee breaks to maintain the social connection, while encouraging each member to take individual breaks to manage the fatigue caused by online meetings. This dual approach ensures that both individual and collective needs are met.

It's all about balance

The results of the study highlight the importance of active reflection and shared stress assessment in improving overall team well-being. By adopting coping strategies aligned with the types of stress encountered at different levels, teams can better manage tensions and potential conflicts between individual and collective needs.

In this way, balanced teams demonstrate that regular, structured meetings to discuss stress can help create a mutually supportive environment, where everyone's needs are taken into account.

In conclusion

This study highlights the complexity of well-being dynamics within teams, particularly in times of crisis. To improve well-being in work teams, it is essential to foster communication and collective reflection. Strategies such as defining shared routines and adopting mutually supportive practices can play a key role in effective stress management. In addition, it is positive to encourage team members to express their individual needs and actively participate in the development of collective coping strategies.

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