THE FIVE MAJOR INDICATORS OF A DYSFUNCTIONAL HOCKEY TEAM Successful hockey teams don’t happen randomly.

They are the result of strong coaches who lead by example and build healthy habits into the team’s dynamic. But sometimes things happen outside of the coaches’ control, and some problems are harder to spot than others — a lack of diverse perspectives on any team, for example, means a team may be too comfortable to creative.

What are some signs your team could be nearing dysfunction? If you can recognize the symptoms of the problem, you can take steps to get your team back on track.

A breakdown in communication is a clear sign of team dysfunction. It can manifest itself into private conversations, low morale, decreased engagement, and even locker room bullying. The first step a coach must take to correct the course is to gain a clear understanding of the challenges — and the players. Once any underlying issues are addressed, team-building strategies can help restore cohesion.

2. Absence Of Trust 

Trust is the foundation of all successful teams and the absence of trust is a billboard on the road to dysfunction. Teams that don’t trust each other assume negative intentions, dread spending time together, and don’t ask for help from each other. Coaches can start cultivating trust by creating a culture of vulnerability, rewarding honesty, and most importantly, leading by example. 

3. Unresolved Conflict 

Players from different cultures and backgrounds are not always going to get along. However, if they don’t seem to be working it through and are holding on to resentments, it will lead to a failure to perform in games. Some signs to watch for: missing practices, gossiping, forming of cliques, complaining, and sub-par performance in games. Coaches need to be watching for early warning signs and intervening as necessary.

4. A Mass Exodus Of Talent 

If your player turnover is very high, something is dysfunctional within the team. It could mean there is a lack of trust, the culture is oppressive, or the team is just not competitive. Create a formalized exit interview process to capture the sentiments of exiting players and use this data to create change within the organization. Schedule regular player meetings to assess needs and build engagement. 

5. Withdrawal 

As teams turn dysfunctional, players start to withdraw — often before they’re even aware they’re doing it. They’re just not as invested in the process or the outcome of the games. A coach who sees less effort, enthusiasm and communication needs to re-engage the team. Help players see how they each strengthen the team. Be generous with positive feedback.