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An important question in teamwork research is how to maximize performance and the aspects of the team's dynamics and collaboration process that underpin it. Prior research has shown that when team members who are collaborating towards a common purpose experience flow together (team flow; optimal experiences that occur simultaneously at the individual and team levels, entailing deep focus and intrinsic motivation to perform an activity), the team significantly improves its performance and team members experience many positive results at both the individual and team levels. Further advances have built a model of team flow and a means for measuring the construct, as well as qualitative results in business teams to confirm how the elements of team flow interact to generate the positive experiences and higher performance. This study adds practical value to the research by providing proof‐of‐concept for an intervention that promotes team flow in business teams. This cross‐case‐study of 15 teams across five different organizations uses the Team Flow Monitor as a barometer of team health and dynamics, which in turn serves as the centerpiece of an iterative intervention protocol for leading/guiding teams in targeted self‐reflection that can generate virtuous cycles of improving dynamics and performance. In addition to a significant amount of qualitative data confirming the efficacy of the intervention in enabling teams to overcome obstacles and experience more team flow, quantitative analysis of Team Flow Monitor scores showed an increase on average team flow scores across the teams over the course of the intervention (Cohen's d = 0.6). Implications for translating team flow research to field situations are discussed, along with further potential uses of the Team Flow Monitor. [ABSTRACT FROM AUTHOR]

Despite the noted potential for team flow to enhance a team's effectiveness, productivity, performance, and capabilities, studies on the construct in the workplace context are scarce. Most research on flow at the group level has been focused on performance in athletics or the arts, and looks at the collective experience. But, the context of work has different parameters, which necessitate a look at individual and team level experiences. In this review, we extend current theories and essay a testable, multilevel model of team flow in the workplace that includes its likely prerequisites, characteristics, and benefits.