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CAN A DYSFUNCTIONAL TEAM BE SAVED? ​ It depends. CAN A DYSFUNCTIONAL TEAM BE SAVED? ​ It depends. ​ High performance can be measured by asking two critical questions. Is the team EXCEEDING its targets and goals? ​ Are team members ENERGIZED and EXCITED to work together? ​ Very few teams can answer yes to both questions and fall short of the high-performance category. They may be accomplishing something, but nobody tumbles out of bed Monday morning inspired to arrive on time at mediocre. It takes energy to hit the ball out of the park. There is a reason only one team wins the World Series. ​ When evaluating team effectiveness, we look at the system as a single functioning entity. Every team member contributes individually but collectively they are accountable for performance and morale of the entire team. ​ Most teams experience some level of dysfunction which can be eradicated with the right intervention: tools, processes, training, and effort. There is nothing more gratifying for an organizational development nerd like me than helping a team rediscover what is possible. ​ The exception is when a team becomes toxic. If you have experienced a failed long-term relationship you know what I am talking about. Toxicity moves through stages beginning with criticism, contempt, defensiveness, and the final assault: withdrawal. Every stage erodes trust which can erupt into betrayal – and it is hard to recover from betrayal (Hillary Clinton is the exception). Teams are no different – trust is the foundation for healthy relationships, collaboration and risk taking. ​ Can a toxic team recover? It is not likely if trust has eroded over months or years. High energy and excitement will not be circling the water cooler any time soon. As for exceeding targets and goals? Forget it. ​ The best toxic teams can hope for is an uncomfortable tolerance until individual team members eventually leave (exhausted, weary, and hopefully not permanently scarred) or are forced to disband when stakeholders withdraw support. The question is not if but when. ​ Being part of a toxic team is painful to be part of but equally painful to witness. Facebook is not helping.
America votes today and the heaviness in the air i America votes today and the heaviness in the air is palpable as the world anticipates the outcome. To varying degrees the American struggle is mirrored in all countries and so we all feel a stake in the outcome. ​ How is this election different from others? The answer lies in what will soon be revealed. ​ For the last four years the world has witnessed a steady erosion in the character of America. Character is shaped by values – what matters most and what determines the choices we make and the actions we are willing to take. When personal values are honoured and embraced, we feel included and respected. When values are assaulted and dismissed, we feel diminished, and our sense of belonging dissipates. ​Under Republican leadership, traditional rules of the game have been altered – inspiring some and enraging others. ​ Voters are asked to make a choice – which candidate most closely aligns with your values. Will America move towards the light (optimism and hope), or embrace darkness (fear and divisiveness)? The stakes could not be higher. ​ I am cautiously optimistic that tomorrow will bring a renewed lightness. ​ What I know for sure is that the collective character of America (and millions of individual voters) is about to be revealed – we will be able to measure in quantitative terms what matters most.
Goals tell us where we need to be, by when. They Goals tell us where we need to be, by when. They help us move closer to the purpose or vision we hold for ourselves. ​ Last week I spent time with a group of new entrepreneurs who are boldly stepping forward to start their own businesses. We spent three hours exploring goal setting and action planning. ​ In addition to the basics of setting SMART goals and action plans, I was reminded how important it is to have a “system” to manage, reflect and act. Do not let your goals whither on the vine – they need to be activated. Goals emerge from a desire to improve, make progress, and align actions with a higher purpose or mission. They are most powerful when linked to the important roles we play like partner, family member, employee, volunteer, wellness steward, retirement planner etc. Here is the trick to keeping it simple while making progress on numerous fronts. Weekly Planning – 30 minutes 4 times a month is all it takes. ​ Each week review your goals and schedule specific actions directly into your calendar – treat actions like important meetings, medical appointments, or dinner with friends. Carve out space in your calendar BEFORE the competing priorities of other fill up your days and weeks. ​ Do not beat yourself up if you do not end up exactly as planned. Focus on small incremental and consistent progress and you will be a lot farther ahead than you are now.
Covid is putting financial pressure on every busin Covid is putting financial pressure on every business throughout the world. Experts are predicting 12-18 more months of uncertainty. Now is the time to re-examine every current costs and planned expenditure. ​ Ask this simple question: “Is this expense a need or a want”? ​ “Needs” are essential and the business will not survive without them. ​ “Wants” might simplify work, improve efficiencies, or make offers feel better but they are not mission critical to business survival. The next 18 months will be about survival. ​ For example, you “need” to have a computer and “want” a newer model. Given the uncertain future be cautious and make do with what you have. ​ Every leader needs to identify tasks and expenses that could be eliminated, simplified, postponed, or outsourced at lower cost. Complete worst-case scenario planning now. Anticipate the financial land mines while time is on your side and options to pivot are still available. ​ Plan for the worst, hope for the best and do not be afraid to ask advisors for help navigating these troubled times.
Today more than ever organizations need to be comm Today more than ever organizations need to be committed to making a difference in the communities they serve. Giving back is an important component of a compelling brand – employees and customers expect it. ​ Look for causes that lift others up, align with your brand, and can involve employees and customers. If you are a small organization, commit to a single charity but do it well instead of spreading yourself thin across many worthy causes. ​ Commit publicly to the charity, build long standing relationships, and challenge yourself to do more each year.
Have you ever worked for a leader that asked for m Have you ever worked for a leader that asked for more than they were willing to give? It is an unpleasant experience because it creates separation and implies one role is more important than another. ​ Team leaders set the tone and pace for the entire team. They need to model effective teamwork by occasionally jumping in, rolling up their sleeves and getting their hands dirty with the unpleasant work. A willingness to stuff a few hundred envelopes, clean the bathroom or wash the windows shows that every task is important and sends a strong message that all work matters. ​ If you want to build trust, gain acceptance, and become the leader everyone will work for, grab a plunger, cover front desk, and wash the coffee mugs occasionally. You will be amazed at how your team responds.
Understanding your values will help explain why so Understanding your values will help explain why some choices are easy/difficult and why some choices meet with support/resistance. Your values (and the values of others) offer powerful insights into human behaviour. ​ Values are at the center of every personal and professional choice we make. When core values (what matters most) are aligned with others, there is a sense of belonging, harmony, and support. When core values are misaligned there will be frustration, disillusionment, and tension. ​ Knowing and sharing your core values helps explain your choices/actions to others. When leaders fail to communicate their values, conflict will appear. When two people disagree on a course of action it is because their core values are not aligned. Neither position is right or wrong, they are simply different perspectives. The solution is to find a compromise while honouring both points of view. ​ Contact us to learn more about YOUR values. We use a simple online tool to help you gain the understanding you will need to bring greater harmony to your experience.
Anger is a reaction to something deeper happening Anger is a reaction to something deeper happening below the surface. When you experience anger in yourself or others, take a moment to diagnose which of the following are contributing factors, pain, fear, or frustration. More than one contributing factor may be present. ​ Acknowledge the anger and underlying cause, pause then ask yourself or others what is needed. ​ “I can see you are really angry AND frustrated. How can I support you?” PAUSE “What would be most helpful for your situation?” Bringing a deeper awareness of what is really going on will encourage a shift from out of control venting to actual problem solving.
Leading by example is essential to building trust Leading by example is essential to building trust in leadership and team engagement. Its particularly helpful when a team is facing a new and difficult task. Be willing to take the lead and get your hands dirty. Leaving routine and mundane tasks only to front line workers creates separation and resentment; the haves and the have nots. When you share the heavy lifting, your leadership credibility will skyrocket as will overall team performance and engagement.
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