It May Be the Number One Obstacle to Effective Teamwork

I don’t know if it is or isn’t (there are lots reasons why team’s perform poorly) but the fundamental attribution error could possibly be the number one, maybe number two obstacle to effective teamwork.

The fundamental attribution error simply means that I attribute your actions in error based on my limited understanding of you and/or the situation. For example, you’re driving in your neighborhood one day where a woman driving a car in front of you decides to follow the speed limit – 25 MPH. Going down the hill she puts her brakes on repeatedly. You are already late to work and this frustrates you even more. “Of all the days,” you think to yourself, “this clown, this jerk, this bozo decides to go the speed limit." "And I know she is frustrating me on purpose because she doesn’t like how close I am to her bumper.” “That does it,” you tell yourself, “I’m going to pass this inconsiderate dork.” Just as you do, you catch in the corner of your eye a police car. You attributed in error this woman’s motives and now you will pay the price. She saw the police car the whole time, but you were so busy attributing her motives in error you didn’t notice.

Our brains fill in the gaps when we don’t have all of the pieces to the puzzle. Often times we fill in the gaps in error. On teams this can affect relationships and participation. For example, a team member says something to you in a team meeting that is somewhat direct and you feel they don’t like you. What is the result? You will either fight or flee (flight). Both are not healthy to the team because they focus on other things besides the tasks that the team is working on.

Good leaders will recognize that relationships are critical to the success of their team. Good team leaders are good facilitators. In addition to ensuring the team spends time together so they can understand each other, good team leaders, with their team, will set norms around team participation, nip unhealthy conflict when it raises its ugly head and focus the team on the issues and tasks, not personalities or other extraneous obstacles.

Do you have any examples of the fundamental attribution error in all of its glory? Do you agree the fundamental attribution error may be the number one or number two obstacle to effective teamwork? Please share in the comments section below. I look forward to hearing your responses.

Mike Rogers

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Comments

[Susan Varghese]

I agree completely. Leaders need to look beyond personalities and if done so consciously, a good aprt of the conflicts that arise in team effort can be handled effectively!

[Patricia Yue]

As a team leader I have seen this in action many time. In life, in relationships, and in teams, you have to remind yourself everyday that the games you play in your mind have nothing to do with why people do things they do.

Everyone is guilty of saying to themselves at one time or another "If he says something to me now, then they care... otherwise they don't". Did they tell the person that the next 5 minutes meant so much? If the other person knew the test they were taking, don't you think a lot more people would act in the next 5 minutes? Don't hold people to your games, and notice when you are doing them, and you will find you are happier in relationships, teams, and life in general.
If people are not meeting your expectations, let them know as soon as you can in the politest way possible, and it will save you from many "last straw" flareups.

[Chris]

I also agree but would ask the following: What if the fundamental attribution is not in error? Are you saying a good team member just follows along so as not to disrupt the cohesive team? Doesn't that just lead to group think, a very serious flaw which teams easily fall into? Ultimately a leader will identify how to sort fundamental attribution error from the actual fundamental flaws within the team. (Every team has flaws that should be managed. No team is perfect.)

That said, the last line is sound advice to avoid both group think and the fundamental attribution error. "If people are not meeting your expectations, let them know as soon as you can in the politest way possible" Kudos.

[Mike Rogers]

Thank you for your comments Susan, Patricia and Chris.

Susan, you are right, we really do need to look beyond personalities. They should really just focus on the task or the issue.

Patricia, I had to laugh. I have played those games! Good points.

Chris, my thoughts are it wouldn't be the fundamental attribution error if it wasn't an error. People do get it right sometimes, and I agree with you, I don't think those things should be ignored. But we really do need to give people the benefit of the doubt when uncertain. However, the better we get to know each other, the less this will happen. I believe conflict is necessary on a team, just not personal conflict. And if there is personal conflict it needs to be addressed immediately so the team can focus on the task.

- Mike