Team cohesion is dependent on the context and what the team is trying to accomplish i.e., sports, military, business, etc. My approach towards developing cohesion amongst a team would vary and depend on what their one common goal is. However, there are some common practices that apply to most. I will discuss five of the approaches I would use and also speak broadly about some techniques that work for specific instances:

• Shared Misery- Each team has to share the ability to accomplish something together that requires hard work. This works in all levels whether it is military and or the sports field. That is why we have boot camp, two-a-days for football players, and sometimes a grueling application/onboard process for new executives. People that suffer together build bonds together because there is nothing that can replace the experience that they experienced together. As a consultant, it's sometimes expressed in giving business leaders the ability to have a weekend retreat where they all go together unconnected from the workplace and conduct a series of leadership exercises together.

• Finding Common Ground- Many teams are separated because they have different backgrounds, cultures, races, etc. They are allowed to form cliques and work with those they are most comfortable with and continue to make and form subjective opinions about each other without any real context. As a consultant, it's imperative to find a venue where opposites can work together on a task and work out any shortcomings together. Sometimes in a business atmosphere, it is valuable to conduct personality tests like the Myers Briggs or DISC test which can be used as a tool to show commonality amongst individuals that otherwise would seem different from the outside.

• Refining the Mission- Sometimes the institutional mission is convoluted and therefore everyone is working in a vacuum without and perspective about what the institution is doing. As a consultant, it is imperative to review the institution’s mission and discuss with the leadership what it is they believe is the mission. Therefore everyone can have a clear understanding of how they contribute to the entire mission. Every person must feel that they are a valuable cog in the wheel so that they understand or feel that their contribution affects the overall accomplishment of that mission.

• Start at the Top- See who is in charge and see if they are leading by example. A team is usually only as good as the hands that lead it. As a consultant, it is imperative that a vetting process of both values, proficiency, etc. is objectively applied to the leadership team from an outside perspective so that they can see their deficiencies. Many leaders in institutions are unaware of their misleading’s and the workforce is too afraid to confront them. Leaders need a fresh perspective from an outside source without bias. Some television shows like Bar Rescue or Kitchen Nightmares show a subject matter expert entering the facility and giving the leadership unbiased opinions about the restaurant. The value of the show is that it demonstrates that outside perspectives help to reinvigorate the success of the restaurant.

• Listen and Thank the Workforce- The workforce is the only reason most institutions stand and also have very good knowledge about what the shortcomings are of the team. Many leaders do not listen to their workforce nor thank them enough for what they do. As a consultant, it would be valuable to discuss either face-to-face or survey with all the team members about their opinions about what the deficiencies are. In the process, it would be valuable to advise leadership to thank their teammates for their work and contributions in a way to increase their morale and motivation. This also creates buy-in from the workforce and provides a foundation for relationship-building amongst teammates.

As a consultant, I think these refining and implementing some of these practices, as mentioned, would help increase cohesion amongst a team. Another valuable approach is to also look at system processes and how some of the processes and procedures are managed and conducted in the institution. Clearly identifying any inefficiencies in system processes helps to alleviate undue stress and pressure that can affect teams.