Posted by Kaitlin King on Mon, Aug 02, 2010 @ 07:10 PM
By Jennifer Porcher, Vice President of Educational Services
“Is your team in conflict?” would be better stated, “Are you creating an environment of healthy debates?”
So often we find companies are more concerned with keeping their team in harmony than challenging one another’s decisions. It sounds right to not have people in disagreement, and it seems like the perfect situation to have constant harmony in the workplace. Isn’t that what we work towards, having a compatible team? We hire different personalities to balance out our strengths and weaknesses, but we don’t always take the time to listen to all perspectives or create an environment where people feel valued and heard.
As Dee W. Hock of Fast Company says, “Never hire or promote in your own image. It is foolish to replicate your strength and idiotic to replicate your weakness. It is essential to employ, trust, and reward those whose perspective, ability, and judgment are radically different from yours. It is rare, for it requires uncommon humility, tolerance, and wisdom.” The point is that we need to see different perspectives to be successful.
Then there are the companies who hire right, but don’t know how to maximize their resources by allowing discord. Why work so hard to create a diverse team if you are not allowing them to voice their individual views? Leaders can break this pattern, and encourage an environment of healthy debate by understanding and applying the following:
- First, know your people. You should have a good idea of how each member of your team makes decisions. You should know each member’s motivation and what drives them to succeed. The better you know your people, the more effectively you can manage the debate.
- Second, develop trust amongst your team. People will not expose themselves if they do not feel they can trust those around them. The best way to gain trust in any situation is to start by exposing vulnerabilities, to encourage team members to let down their guard. This is the most important action a leader can take, but they must lead by example and demonstrate their own vulnerability first. This takes time and consistency to establish, and once it is in place teammates must be given a safe place to reveal their true opinion and feel heard.
- Third, invest in a tool that helps team members understand one another. A personality profile like Myers-Briggs, DISC, or Worktraits™ is an excellent exercise to help with the process of understanding personalities and temperaments. Knowing these differences helps to honor individual uniqueness rather than allowing differences to be a source of irritation. It is not only important for you to know your people, but for your people to know one another.
- Finally, be a leader who is not afraid to “put it out there.” This process requires courage to look at an issue with a genuine desire to work through it. Willingness to hear everyone’s opinion and proof that the opinion is truly heard are vital. Leaders must demonstrate patience, and not take things personally. It’s not always about getting everyone to agree—the process of agreeing to disagree can even be a solution. It’s about hearing all perspectives.
Most people aren’t willing to challenge a thought process because they don’t have all the answers. However, creating a safe environment for healthy debate can encourage your team to express their opinions. By engaging in productive conflict and revealing individual perspectives and opinions, a team can increase a company’s capabilities.
Take the time to know your people, encourage your team members to share their vulnerabilities, invite them to build a strong level of trust with one another, and invest in a resource that provides further understanding of personality differences. Ultimately, allowing your team to feel heard by engaging in healthy debate will inspire a united front of individuals who are determined to see their group succeed. Their determination to collaborate for the greater good will sustain accountability and become your most powerful source of profitability.
Posted by Eric Hubbs on Fri, Apr 30, 2010 @ 06:55 PM
Written By: Dillon Ferdinandi Collaboration Team Member
Everywhere I look, the word team has been incorporated into the way that we do business. More and more, companies are assigning teams to do the work that used to be done by individuals. Why? It's simple, teams produce the best results. All of us have had some sort of team experience whether it is through school, work, sports, or volunteering. From a young age, we have always been taught, "there's no I in team." Well, I'm here to tell you that there is-only with a slight catch. Now, I'm not suggesting that the team is all about you, but there are some things you can do as a team member to ensure success for yourself and for the group.
Conflict is a Good Thing
One of the big issues that plagues teams is conflict. Many people have a fear of conflict and will try to avoid it at all costs. Too often, people will sit through a meeting and agree with every solution that is suggested because they are afraid to voice a different idea or point of view. This problem is evident when a strategy session that should last all day lasts only an hour. We all need to remember that it is our duty as team members to make sure everyone's opinions are heard, and each issue is addressed in full. Conflict gives us the opportunity to take a close look at the issues and ask questions that help us develop quality solutions.
Compromise is a Lose-Lose
If you think back on the compromises you've made you'll realize that most of the time no one got what they actually wanted. When we compromise, each person forgoes his or her own needs or opinions for the sake of the group. It's like a couple who argues over which comedy movie to watch, and ends up suffering through a horror movie because it's the only one they could agree on. Now how does this relate to teamwork? The next time you are faced with a difficult decision at work, take a minute to analyze the situation. Try to collaborate with the group you are working with so that you can incorporate each person's needs and ideas into the solution. You will find that this method of conflict management will greatly enhance your team's cohesion, and lead to more effective solutions. This may take a little bit more time and effort than a compromise, but the long-term benefits will be well worth it.
Always be on the Lookout
No, someone is not going to pop out from behind your desk, and grab you if you aren't a good team member. However, your co-workers and superiors will definitely notice if you start to become a distraction for the team. The easiest way to deflect negative attention is to separate business from your personal life. Obviously, we all conduct business with our personal emotions in mind, but we must draw the line on issues such as religion, politics, race, gender, and sexual preference. While these topics are okay to discuss at home, they should never enter the team environment. It only takes one comment, and other group members will shut down for the rest of the project. The best team members I've worked with are people who can self-monitor themselves, and leave their personal feelings and opinions out of the work place. They made me feel comfortable about asserting myself, and they were the first people to notice if boundaries were crossed. Master this skill and you will find yourself admired by your colleagues, and in more team leadership roles.
The Bottom Line
Some key concepts to remember:
1. Conflict can be your friend, don't avoid it.
2. Work to satisfy everyone's needs, don't just compromise.
3. Monitor your personal emotions, and focus on the task.
Teamwork should be an enjoyable and beneficial experience for everyone involved. As we begin our next team project, let's all focus on strengthening our team skills to benefit the company, the client, and ourselves.
Posted by Jennifer Porcher on Wed, Sep 23, 2009 @ 01:01 PM
by Jennifer Porcher
We've all heard the saying "there is no I in team," and yet I see so many managers overwhelmed and taking too much on their own plate, when they could be utilizing their Team to get work done. They may want to show that they can do the job and do it right, or they may be nervous that someone else might mess it up or someone might even do it better. Whatever their reasoning, they need to be taught the meaning of a Team and how to build a lasting one. If you teach the Managers within your organization how to delegate, empower others, and build loyalty, your Team will be much more productive and happier.
Delegate
Delegation is not about balancing out the workload, but an opportunity to bring others up through the organization. It is an opportunity to coach and mentor and to see who is capable and interested in stepping up and handling more. If delegation is done properly, it is one of the easiest ways to develop teamwork and to build stronger relationships among managers and their team members.
Empower Others
It has been my experience that one of the roadblocks to empowering organizations and establishing teams is management's belief that they have to give up control. In reality, control has nothing to do with it. Managers need to identify other leaders within their Team and empower them to make a difference.
Build Loyalty
Employees look for fulfillment in the workplace in many more areas than just compensation. They want to have a future; they want to feel needed. They need to know that their ideas matter and that they are being heard. A recent Society for Human Resource Management survey showed that 80% of employees don't leave a company, they leave a manager. The solution? Build loyalty between managers and their Teams.
Does your Manager act like there's an "I" in team?
Begin with a good assessment. How is your manager interacting with others? Is there loyalty among the team? Are your teams reaching their goals and reaching the right outcomes? A good manager has loyal team members; you will know this by the team's interaction and the department's turnover rate. It will also be evident in the general happiness of team members at work.
Then, explain the rewards they will reap if they embrace their team:
1. Absenteeism is reduced
2. Customer satisfaction improves
3. Decisions are made much more quickly
4. Problems are resolved at the source
5. Tasks are completed in a harmonious manner
6. Morale remains high
Invest in your manager if your manager is worth investing in. The outcomes of the team will be far more rewarding than to keep looking for the next great new hire that will turn it all around. Chances are, that person is with you already; they don't have the training or tools to make it happen.