For every project, we rely on many moving parts to see our work from ideation to execution. Since things almost never shape up to be a one-person job, we rely on our teams to make good decisions every step of the way. Getting everyone on the same page, working in harmony, and doing his or her personal best, however, isn't always as easy as it seems.

Sometimes, problems like miscommunication and internal competition greatly affect the way people want to or are able to work with each other.

Hoping to avoid such internal conflicts and build team success? Here are 5 powerful secrets that will help you do just that.

1. Set the standard

Leading by example is the easiest way to show others on a team the kind of behavior you expect from them. Be on time, be responsible, meet your deadlines, and work cooperatively. It'll show everyone else they don't have room to slack off.

2. Emphasize that mistakes aren't the end of the world

Mistakes happen. In fact, they happen quite often. As a leader, it's your duty to delineate the difference between a careless one-time goof, and a recurring habit or error that hinders the team's ability to reach its true potential. This way, your team won't be afraid to take risks that may result in mistakes, but they know when they have to improve as well.

3. Reward where it's due

When people do make good decisions, however, it's important that they feel as if they're doing the right thing as well. Openly praising others' efficient actions--without fostering feelings of resentment, of course--is an easy way to promote good work.

4. Give options

Micromanaging how your employees should do their job is an absolute path to failure. Nobody likes constantly being told what to do, especially in roles where they feel like they deserve some free will. Give your team free reign to complete their tasks how they best see fit; emphasize results, not process.

5. Offer feedback

There are few things more valuable than honest feedback. Usually, team members know that, if a leader takes the time to give them feedback, it means he or she is interested in the work they are doing--encouraging them to keep improving.