Unless a team has a clear goal, success will be impossible to achieve. However, having a clear goal does not guarantee successful team performance. Successful team performance is a multidimensional concept. To be sure, leaders want their teams to satisfy the end user or client, but they also need to make sure that teamwork is satisfying and rewarding for the members. If the team does not enjoy working together, sustaining long-term productivity will be impossible. Moreover, managing a team successfully must include managing and investing in the individual team members. Thus, teamwork ultimately needs to be a rewarding experience for team members. Finally, as organizations move toward flatter structures and greater team empowerment, the possibility arises that team goals may become incongruent with those of the larger organization. A successful team is integrated with the larger organization. Putting teams on a course to achieve these four markers of success requires a combination of managing the internal dynamics of teams (expertise, engagement, and execution), as well as the external relations of teams within the larger organization. One of the most effective things a manager can do to ensure team success is to take a proactive approach and undertake an analysis of the essential conditions affecting team performance. One of the biggest managerial shortcomings in terms of teamwork is a failure to account for threats to team performance. This is unfortunate because managers can more easily control threats than synergies.