Ever wondered why some high-performing teams suddenly fall apart? Things look so good from the outside but inside it’s like a reality TV show—unexpected alliances, dramatic plot twists, some weasel stealing office snacks or leaving dirty coffee cups in the sink. OK, maybe a little more serious. What are the top 3 things that can kill even the best teams? They’re so sneaky, most leaders don’t see them coming.

Last time we talked about trust, communication, and diversity as required elements for high-performing teams. Great teams that work well together are the backbone of successful companies, especially in the fast-paced world of tech startups. When those are missing or out of balance, even the strongest teams can become dysfunctional. The result? Decreased productivity, high turnover, and a toxic work environment that crushes innovation. Let’s explore the three sneaky factors destroy high-performing teams.

1. Say-Do Gap: The Trust Killer

Trust is the foundation of any high-performing team. When trust is absent, team members become hesitant to share ideas, take risks, or collaborate effectively. This leads to a culture of suspicion, micromanagement, and fear of failure. Leaders undermine trust when we give lip-service to values that don’t really exist. Core values that no one lives by, saying that time off is important, yet not taking any and making side comments about those who do. Asking for input, dismissing, and doing our own thing. Saying we want ideas and then stomping all over them because they aren’t fully baked when they’re proposed. When what we say doesn’t align with what we do, trust falls apart. As the leader, you have to own it and make sure that authenticity and transparency rule. Don’t get stuck in the gap.

2. Schisms: The Division Dilemma

It’s a weird word which is why I use it. It literally means disagreement, dissent, factions. This one may be the most insidious. It is best described as the back-channel conversations, alliances, gossip, and political crap that happens inside companies. “Can you believe???” “Don’t repeat this but” “Between you and me that person…” Don’t let this happen as a leader, don’t do it, and warn your team about it. Encourage disagreement and dissent in appropriate meetings. When a decision is made, the team needs to be aligned. No schemes, no gossip, no backbiting, no secret alliances. This monster kills teams and left unchecked companies. Kill monsters while they’re small, don’t treat them as pets, feed them, or let them grow up.

3. Homogeneous Teams: The Innovation Stifler

Another weird word. Means the same. This happens when a leader hires people like them. Maybe it’s Type A only, maybe it is engineer-minded, maybe it is only from a specific industry, maybe it is a single ethnic group. It’s really common. We like people who are like us—mostly because we like us. Another way this happens is hiring people who just say yes and agree with us. Homogeneous team can lead to groupthink, where innovative ideas are stifled, and problem-solving becomes limited. Without diverse perspectives, teams may struggle to adapt to new challenges or identify creative solutions. Embrace diversity by building teams with varied backgrounds, skills, and viewpoints. We need people who push back. Who can disagree without being completely disagreeable curmudgeons. Encourage a culture where different ideas are valued and leveraged for better decision-making.

Key Takeaway

Recognizing and addressing these issues early is crucial to maintaining a cohesive, productive team. Be on guard and don’t let these little monsters grow up.

Conclusion

High-performing teams are the lifeblood of any successful organization, especially in the dynamic world of B2B SaaS. By staying vigilant and addressing the sneaky factors that can undermine your team’s performance, you can foster an environment where trust, collaboration, and innovation thrive. Have you faced challenges with team dysfunction? Share your