Vanessa Druskat is an award-winning scholar, global speaker, and Associate Professor of Organizational Behaviour at the University of New Hampshire. She is the author of The Emotionally Intelligent Team, a book that introduces the Team Emotional Intelligence (Team EI) model based on over three decades of research.

Her research and articles in Harvard Business Review and MIT Sloan have been widely read, and she has advised major organizations worldwide.

This article will examine her insights on what makes teams succeed. You will learn how norms form, why belonging matters, and what leaders and members can do to create stronger teamwork.

We will also explore practical steps for handling poor behavior, protecting respect, and turning challenges into progress.

What Sparked Vanessa Druskat’s Interest in Team Norms?

Vanessa Druskat’s interest in teams started with her own early experiences. She played soccer, joined cheerleading, and worked on farms from a young age. In those groups, she always felt supported and part of something bigger.

But when she stepped into the workplace, things changed. Competition was stronger than cooperation, and people often looked only for themselves. This sharp difference made her curious. Why did some teams bring out the best in people while others pushed them aside?

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Looking Past Personality

As a psychology student, Vanessa noticed that most research links team success to personality or skills. But her own life didn’t match that view.

She was the same person in supportive teams and in competitive ones. The difference came from social norms, the unspoken rules that shape how a team behaves.

Lessons From Culture

Growing up in an international family also gave her unique insights. Vanessa moved across countries, including time in Kenya and later in Texas. Each place had its own expectations.

In British schools in Kenya, behavior had to be very formal. With African friends, social rules felt different. Texas schools added another layer. These shifts showed her that, like cultures, teams create rules that guide behavior.

What Research Revealed

When she studied workplace teams, Vanessa saw the same pattern. Even when teams did the same job, they worked in very different ways:

• Some planned how to take longer breaks.
• Others cared most about speed.
• A few focused on top product quality.

Power of Emotions

Another discovery came from watching emotions. Feelings spread quickly in groups and reveal tension or unity. Vanessa learned that strong teams manage both their norms and their emotions. This insight shaped her work on emotionally intelligent teams, now at the center of her research.

What Do Team Norms and Behaviour Really Mean?

Norms are the unspoken rules that guide how people act in a team. They decide how members treat one another, share ideas, and respond when challenges arise. Every team has norms, but the best teams shape them intentionally instead of leaving them to chance.

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How Norms Take Shape

When someone joins a new group, they quickly look around for cues. They watch who seems to lead and what behavior earns approval. This happens naturally, yet most people are not aware of it. Because of that, many teams end up with norms that grow without much thought.

The Role of Leaders

Leaders have a key role in this process. Their job is not only to manage individuals but also to shape how members interact.

Strong leaders:

• Show respect and fairness in all interactions
• Set clear expectations for teamwork
• Encourage open and honest feedback

When leaders focus on the quality of relationships across the group, the team performs better.

Why Teams Struggle

Many organizations miss this point. They spend time and money hiring talented people, but forget to build the right culture. Even skilled members compete, argue, or pull back without clear norms. Talent matters, but teamwork depends on the rules that guide daily behavior.

How to Build Better Norms

High-performing teams take time to agree on how they want to work. The most effective norms often include:

1. Caring for each member and respecting differences
2. Sharing feedback in a constructive way
3. Placing teamwork above competition

When these practices are in place, trust grows, people feel valued, and skills combine more effectively. As a result, the team produces stronger results than anyone could alone.

What Team Norms and Behavior Do the Best Teams Put in Place?

Strong teams do not rely on luck. They set clear norms shaping how people interact and how work gets done.

These shared rules ensure everyone feels part of the group, respected for their strengths, and supported by others. Teams often face conflict, confusion, or a lack of focus without such norms.

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Three Main Areas of Norms

Research shows that the best teams use norms in three key areas:

1. Caring for individuals: Members take time to understand each other’s skills, give feedback, and show respect. This builds trust and prevents groupthink.
2. Working together: Teams use simple practices such as short check-ins at the start of meetings, open conversations where all voices are heard, and agreements like no multitasking during calls. These habits keep people focused and engaged.
3. Reaching beyond the team: High-performing groups bring in outside ideas, seek resources, and stay aware of changes around them. This helps them stay informed and adaptable.

Why Belonging Matters

Belonging is the strongest human need in any group. People want to be known, valued, and supported. When this need is met, they give their best effort. When it is ignored, they hold back or become defensive. Respect is key here. You hardly notice it when it is present, but its absence damages teamwork immediately.

Dealing With Poor Behavior

Every team faces unhelpful behavior at times. The best way to manage it is to agree on which actions are unacceptable early. Once those are clear, members can call them out respectfully when they appear.

This prevents problems from growing and keeps accountability strong. Clear and consistent norms build trust, motivation, and teamwork. With them, skills combine, ideas flow, and the group achieves far more than individuals could alone.

Handling Poor Behavior and Maintaining Respect in Team Norms and Behavior

Every team will face moments when someone goes against agreed norms. It might be showing up late, cutting others off, or not delivering promised work.

When this happens, silence does not help. The best step is to give direct but respectful feedback. Asking what is happening and how to get back on track is far more effective than ignoring the issue.

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Shared Responsibility

It should not be the leader’s job alone to enforce norms. Teams work better when everyone plays a part. A simple approach is to assign a few members to watch for unhelpful behavior.

Their role is to point it out and help the group reset. This keeps accountability shared and avoids putting all the pressure on one person.

Practical Ways to Reinforce Norms

Teams often find that small signals make feedback easier. For example:

• A quick sign to flag poor behavior
• A positive signal to highlight helpful actions

These methods work because they are simple and easy to use. Still, no system is perfect. Teams should check in often to see if their approach still works and adjust when needed.

The Value of Experience

People with more experience often help protect team culture. They know what has worked before and can guide others. But this only works if they are respected. When they feel ignored, they may grow frustrated and distance themselves, which hurts the team.

Turning Challenges into Strengths

Unhelpful behavior can sometimes signal deeper issues or overlooked ideas. Instead of pushing it aside, strong teams use it to learn. Honest conversations help uncover concerns and bring out fresh thinking. This keeps everyone engaged and shows that all voices matter.

Conclusion

Strong teams do not happen by chance. They grow when people agree on how to work together and hold each other accountable. Skills and talent matter, but they only reach their full value when the group shares clear rules of respect and support.

Team norms and behavior guide every interaction. They shape how members share ideas, solve problems, and deal with conflict. When these norms are positive and intentional, trust builds, and people feel valued.

Even capable groups can compete, shut down, or lose focus when they are absent. Leaders have an important role, but responsibility should not rest on them alone. Teams work best when everyone helps protect the culture.

Simple steps, such as quick check-ins, agreed signals during meetings, or respectful feedback, make norms real and visible. Moreover, honest conversations about what works and needs to change keep the team moving forward.

Even conflict or poor behavior can become a chance to improve. Addressing it directly and respectfully often uncovers deeper issues or new ideas. The goal is always the same: to keep people engaged and motivated.

Success comes from creating an environment where members feel known, respected, and supported. When teams commit to strong norms, they achieve more together than anyone could alone.

FAQs

Why are Team Norms and Behavior important in remote teams?

Remote teams lack daily face-to-face contact. Clear norms keep everyone engaged, reduce distractions, and help meetings stay productive.

How can new members adjust to existing Team Norms and Behavior?

New members adjust faster when teams explain their norms openly. A short orientation or check-in helps set clear expectations.

Can Team Norms and Behavior change over time?

Yes, norms should evolve as teams grow. Regular reviews ensure they still meet current goals and challenges.

What role does culture play in shaping Team Norms and Behavior?

Cultural background affects how people view respect, feedback, and teamwork. Teams need to discuss differences and agree on shared practices.

How do Team Norms and Behavior affect decision-making?

Strong norms promote open discussion and equal input. This leads to better choices and reduces the risk of groupthink.