Last week, we discussed the characteristics that set functional teams apart and how to build your own. In part two of this series, we explore the opposite: what makes a team dysfunctional and how to recognize the signs of one in your own organization. Some of the things that we discuss include why trading short-term discomfort for long-term discomfort is often counterproductive, the top characteristics of leaders who produce dysfunctional teams and the root of the dysfunctional behavior itself. Join us to learn how to identify these behaviors in your team and correct them so that you can cultivate a team culture where creativity, innovation and group cohesion thrive. “The best way to measure if a team is dysfunctional is at the end of a meeting, do you feel invigorated or do you feel depleted?”