Category Archive: Teamwork

The Value Of Silence In Great Teamwork

Posted by on August 21, 2017

When I  used to have very low self trust, I really needed other people both to like and agree with me in team meetings.  This insecurity would cause me to say too much and lean in too hard to make sure everyone knew I was both smart and right. Once I learned to be secure in myself, it dramatically removed the burden of always having to be on offense.

The best thing you can do sometimes for your team is to say nothing and this Fast Company post reminds us why:

“Have more than thou showest/Speak less than thou knowest.”

That’s a quote from King Lear, a play by William Shakespeare, who was very good at writing things. As far as the plot goes, it probably revolves around a guy named King Lear who–I’m assuming–betrays someone, or gets betrayed, or something happens mid-betrayal–likely involving poison. The point is that I’ve never read King Lear, or much Shakespeare at all for that matter.

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5 Ways To Get Great Ideas From Your Team

Posted by on July 31, 2017

I have noticed recently two extremes in my coaching when it comes to team effectiveness.  One extreme has been around forever, the celebrity leader who basically uses the team exclusively for execution.  The other one is where the team becomes a great place to share ideas but nothing really gets done.  This post by Lauren Ruef will help you find the middle ground:

“The answers to some of your toughest business problems are closer than you think. Creative solutions, new approaches, and potential solutions aren’t going to come from outside hires or consultants. More than likely, they’re sitting in an untapped resource right under your nose—your team.”

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Six Crucial Behaviors Of Collaboration

Posted by on July 17, 2017

Collaboration is a much talked about concept in corporate culture but often misunderstood.  The reality is that it is a very effective process when teams are working on the development of strategic initiatives.  However, it is the wrong approach when trying to solve problems around tactical execution.  This Forbes post clarifies all of the issues:

“Most executives agree that collaboration is more important than ever in today’s turbulent business environment. In fact, a company’s very survival may depend on how well it can combine the potential of its people and the quality of the information they possess with their ability — and willingness — to share that knowledge throughout the organization.”

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Improve Team Collaboration With These Skills

Posted by on June 26, 2017

Collaboration is a very hot topic in team world but a very misunderstood concept.  What is should never mean is that everyone needs to be in the room and everyone should have an equal amount of time to express themselves.  This leadership strategy has to produce more effective results or you should not use it at all.  This post by Melinda Fouts is excellent:

“What is collaborative teaming in an organization? When we look at this concept, a good analogy is to think of the word “team” like playing on a soccer team, for instance. Continual communication is critical to the team’s success, requiring frequent collaboration between team members to deliver a winning solution or service.”

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Your Team Is Brainstorming All Wrong

Posted by on May 22, 2017

It is often said in sports that how you prepare before the game will determine how well you play in the game.  I believe that is also true about meeting effectiveness as well.  The amount of work that is done before the meeting will determine how well your team can actually use collaboration to obtain great work.  This HBR post is excellent:

“When your team is tasked with generating ideas to solve a problem, suggesting a brainstorming session is a natural reaction. But does that approach actually work?  Although the term “brainstorming” is now used as a generic term for having groups develop ideas, it began as the name of a specific technique proposed by advertising executive Alex Osborn in the 1950s. He codified the basic rules that many of us follow when getting people together to generate ideas: Toss out as many ideas as possible.”

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6 Ways To Energize Your Team

Posted by on May 10, 2017

I have often said that leaders more than anything else are dealers in hope.  You are the emotional thermostat for your team. If they sense your positive attitude it will give them the confidence that we will get through this and win in the end.  This Michael Hyatt post is excellent as always:

“As a leader, you have an effect on people. When you leave the room, people either feel taller or smaller. This is an almost super-hero power, but, unfortunately, leaders are often unconscious of it.  A few years ago, I met with an author I had always admired. It wasn’t our first meeting; I had met with him a few times previously. I had always enjoyed being with him and left our encounters with a renewed commitment to serve him well.

But this time was different. He marched into the meeting with an entourage of assistants and a heavy dose of entitlement. Something had changed.”

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An Early Warning System For Your Team's Stress Level

Posted by on May 3, 2017

Because everyone is under such incredible stress, we have grown to accept abnormal behavior and just right it off as no margin.  However, there is a line beyond which some people pass that impacts their ability to make it back to being productive and really enjoying their work again.  This HBR post gives leaders some excellent training:

“If you can’t stand the heat, get out of the kitchen!” This had always been Michel’s response when his senior executives started “wilting under pressure” and letting him down. As the CEO of a global oil company who had risen through the ranks, Michel had faced many stressful events on off-shore rigs early in his career, and considered himself to be a tough guy with no tolerance for wimps.

But with intense media and regulatory focus on oil prices adding complexity to a current restructuring in the organization, Michel was now facing an internal crisis that he had not foreseen. His blunt approach to fixing low performers in his executive committee wasn’t working.”

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What To Do About Mediocrity On Your Team

Posted by on April 28, 2017

When the leader is the last person on the team to know why productivity is marginal and the overall attitude is negative, the real problem is more with the leader and not the team.  Every leader that hires me to work with their teams has certain people in their mind who are under performing.  After about two team meetings, it becomes clear where the performance changes need to start.  This HBR post offers practical advise:

“The toughest test of a manager is not how they deal with poor performance — it’s how they address mediocrity.  I’ve been struck over the years watching executives opine in public about the need for “accountability” and “high performance,” then complain helplessly in private about one or two middling members of their own team. You have no moral authority to ask other managers to hold people accountable if you’re not doing so yourself.”

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The Chemistry Of Great Teams

Posted by on January 27, 2017

I have probably learned more from Pat MacMillan on this subject than from any other writer.  His book The Performance Factor is still a must read if you want to fully understand all the dynamics involved in leading a successful team.

When selecting team members you must have the right combination of competency and character.  You really need people who are experts in their area of responsibility that can bring great factual accurate information into the discussion.  However, the ultimate success of the team in my opinion will be even more driven by how people interact with each other showing mutual respect and humility.

I want everyone engaged and passionate about their contribution to the discussion but I do not want anyone attacking another person rather than debating their ideas.  I have found the following list to be helpful for setting the right tone:

  1.  Treat each other with dignity and respect
  2. Listen for understanding
  3. Don’t take things personally; don’t mean things personally
  4. Ask, but do not assume motives
  5. Avoid degrading language; do not attack each other credibility
  6. Everyone has input, regardless of position
  7. We will not take ourselves too seriously

There is a big difference in being professional vs. being negatively personal toward another person.  We must separate their ideas and comments from who they are and even though we may disagree we always value the individual.

 

How To Intentionally Build Great Teams

Posted by on December 21, 2016

I have learned more from Patrick Lencioni on this subject than anyone else.  Jim Collins nails the importance of getting the right people on your team but Lencioni takes the next step and talks about how to create the right culture that leverages trust to drive results.  Great post to read for helping your teams:

“As Larry Page, the co-founder of Google, once said, “It’s amazing what you can achieve with the right leader and a healthy disregard for the impossible.”

I admire great teams at work. They’re cohesive and individual success is often a result of collaboration. Their leaders put their own interests aside and they have a clear vision.

Knowing the ingredients of what makes a great team is the first step. You’ll have to travel great distances to find a better expert on organizational health than Patrick Lencioni. Luckily, his office is 8 miles away from my house in the bay area.”

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