| Performance Rx
Recommended Resources
"Team Power: How to Build and Grow Successful Teams"
Jim Temme |
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| Ask The Performance Doctor |
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Ask your question to The Performance Doctor and we will feature it in an coming edition.
Click here to ask your question.
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Join Our List
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Motivating Wellness at Work has many team building training programs including "How to Coach A Highly Effective Team." To learn more, visit our website and click on Team Building.
Or send me a note on the "Contact Me" screen to share the struggles you are having with your staff and I will respond with a 30 minute FREE consultation.
We'd love to help!
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PeopleMap Training Program
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As a certified Peoplemap trainer, Bev Rosen is available to discuss your
interest in a Peoplemap program at your organization. Please contact Bev, at
Motivating Wellness at Work (410) 583-1847
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| Ask Bev, the Performance Doctor |
 Dear Performance Doctor:
I am the new director of what was described to me as a 'really cohesive team.' I understand that their previous director was very hands on and I am trying to empower these employees. Instead, no one wants to share any information, they work in individual functional silos and don't even know what each other does. Their constant disagreements and arguing prevent them from accomplishing any team goals on time and our meetings are full of talk but no communication. The employees are testy, impatient, and highly resistant to new things. What do you think is going on and how can I increase their cohesion and collaboration as a team.
Captain of a Sinking Ship |
| Your Solution |
First let me congratulate you on your promotion and on your courage to tackle this challenge.
Your perceptions are accurate - you are now managing a 'group' of people, not a 'team' of people - and your goal is to convert the group to a team. Don't underestimate the effect that the change of management over this group has had. Change of any kind brings about anxiety, resistance and fear, which can lead to an increase in the desire to regain control and this desire is counterproductive to teamwork.
Your main goal at this time is to rebuild trust - In a study by Tom Peters and Robert Watterman, trust was listed as the first key trait of an effective team. Trust is developed from consistency, follow-through, and transparency.
To help you focus on this each day, use this key word - RELIABLE, which highlights some of the key behaviors to rebuilding trust:
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RELIABLE
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RESPECT OTHERS: Show your willingness to accept people with different personalities, values and background.
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EMPOWER TEAM MEMBERS: Demonstrate your trust by allowing and encouraging team members to make decisions and solve problems.
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LET OTHERS BE EMPOWERED BY YOUR SELF-DISCLOSING YOUR KNOWLEDGE: If you share your knowledge with team members they'll be more likely to share information and knowledge.
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INTEGRITY: Demonstrate a moral obligation to use the skills and knowledge you have with integrity.
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ALWAYS FOLLOW THROUGH: As a team leader you must live up to your obligations , follow through on what you say, show up on time for meetings and always meet your stated deadlines.
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BE TRUSTWORTHY YOURSELF: If you want your team to trust you, then trust them unless they give you good reason not to.
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LEND SUPPORT TO OTHERS: Teams trust leaders when they feel they can bring their work related issues to them and receive valuable feed-back.
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ELIMINATE CONFLICTS: Show your desire to get beyond disagreement and your willingness to cooperate rather than compete.
As the new manager, the more consistently you can model these behaviors, the faster you will rebuild your team's trust and cooperation. If you would like to discuss your Trust Building challenges, call the Performance Doctor, Bev Rosen at (410) 583-1847 for some FREE expert advise. | |
| Performance Check-Up |
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 Are you leading a team or a group? Is it an Effective Team? Do you know the warning signs of a troubled team?
Reflect on these issues as our next newsletter will be on the "Diagnosis of a Team in Trouble" |
Until next month, this is the Performance Doctor from Motivating Wellness at Work signing off.
 Bev Rosen, MSW, MBA
Motivating Wellness at Work |
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