Small Boats and Big Ships: Navigating Teamwork in Small and Large Teams

We cannot escape teamwork.

Almost every workplace requires us to work as a team, to collaborate and operate as a collective.

Whether you're in a small team where everyone knows each other or a larger team where roles are more specialised, each setting demands unique interpersonal, self-awareness, and self-leadership skills.

Last week I met with one of my leadership coaching clients who has previously led large teams of over twenty-five staff, and is now leading a very small, specialised team of five.

One of the challenges she is facing as a leader is that one of her team members is not managing well in this small team. Even though this staff member has content skills and practice wisdom, they have not transitioned well to a small team. One of many examples she gave me is that the staff member is insisting on very formalised procedures, not compatible with a small team context.

Both small and large teams face different challenges and require different skills and strategies to thrive.

Working in small and large teams is like sailing different types of boats. In a small sailboat, every crew member needs to be in sync and highly aware of each other's movements to navigate smoothly. In a large ship, clear commands and strong leadership are essential to ensure everyone knows their role and the ship stays on course.

We reflected on the understanding that small groups and larger groups have different dynamics and evoke diverse experiences at the psychological level.

What are the differences between small and large teams?

In the group facilitation training I undertook many years ago, we explored the different dynamics of both small and large teams.

In small teams, it’s more like ‘we’re all in this together’. Strong interpersonal relationships and self-awareness are key to maintaining harmony and efficiency. Small teams are more like a family environment – both the good parts and the challenges. We get up close with each other and it is not easy to hide. As much as small teams can be fun, they can also bring up unresolved family dynamics and sibling rivalries. Ouch!

Conversely, larger teams are more like the dynamics of a classroom, there are a lot more people and they need more structure, organisation, procedures and clarity of roles. In larger teams, self-leadership and clear communication become paramount to ensure all members are aligned and effective in their roles. Large teams at their worst can see splits and subgroups develop, just like in the schoolyard. Not much fun 🙁

1. Small teams thrive on close-knit relationships and mutual support. It doesn’t work to have everything overly formalised. Small teams thrive on openness and the ability to step into and support each other’s work.

2. Large teams require more structure, in terms of leadership, self-leadership and communication pathways. They require more formality and clarity in terms of process and procedures.

3. Both settings benefit from enhanced self-awareness and interpersonal skills tailored to their specific dynamics.

When we don’t adapt to the specific needs of our team it can lead to miscommunication, make us feel isolated, and ultimately, poorer outcomes. In small teams, unresolved conflicts can fester, and we can take things personally. While in larger teams, lack of clear leadership and direction can result in confusion, inefficiency and then subgroups and splitting can develop.

Optimal team dynamics are critical

So, what skills do we need and what strategies can assist us in navigating the leadership and self-leadership required in different sized teams?

For Small Teams:

1. Enhance Interpersonal Skills: Regular team-building activities and open communication channels help build strong relationships.

2. Self-Awareness: Encourage team members to reflect on their own strengths and weaknesses and how they impact the team.

3. Conflict Resolution: Develop and practice effective conflict resolution strategies.

For Large Teams:

1. Develop Clear Communication Channels: Implement structured communication protocols to ensure clarity.

2. Foster Self-Leadership: Encourage team members to take initiative and ownership of their roles.

3. Regular Team Development: Invest in team building and team planning days to keep everyone aligned and motivated.

What are your experiences of small and large teams?

I’d love to hear if you resonate with the above experience.