Teamwork - the Holy Grail?

Is finding the right combination of people a bit like searching for the Holy Grail when attempting to create strong and productive teams? Does there always seem to be one misfit or a pair of individuals who just can't get along?

Whether it's a team of two, or a group of twenty, establishing cohesiveness among team members is a vital, yet elusive, component for success. Teams cannot be forced or artificially created.

So what's the answer? Rather than attempting to create perfection from the outset, or directing people to "work as a team" when clearly they cannot, instead develop naturally positive and constructive teams by removing the hurdles that preclude their success.

Essential Attributes for Team Success:

Fairness - This is achieved when all the participants of a team perceive that the task is being handled fairly, and that their required contributions are reasonable and appropriate. On a team, fairness yields cooperation.

Responsibility - Each member of the team takes charge of his own role in the project. Staff knows what they are responsible to do, and make the necessary choices and decisions to be sure that their part of the project is aptly carried out. You'll know this is missing when staff pass the buck or make decisions that damage or undermine other elements of the project (or the company).

Reliability - Here every member of the team recognizes that s/he can depend on the rest of the group. Personal accountability is increased as each makes sure her part of the project is done correctly and completely so as not to let other members of the team down.

Honesty - Mistakes happen and things go awry, but knowing that others will be honest at all times makes the challenge of dealing with these unknowns less daunting. When others are up front, team members have the freedom to focus on their task at hand, rather than fear what they don't know. A fearless team can accomplish great things.

While these four components are necessary for authentic teamwork to emerge, a fifth element deserves mention, and that is TRUST. As in any relationship, trust is attained over time. When staff has experienced the other four attributes being religiously followed, trust will naturally take form.

While excellent teams will evolve as FAIRNESS, RESPONSIBILITY, RELIABILITY AND HONESTY are exhibited; it is TRUST that catapults teams into an unbreakable cycle of success.

The first step to unleashing the true potential of your team? Find out what's holding them back.

Top 5 Challenges Impacting Teamwork

A healthy and positive working team is at the heart of most successful projects. Creating such a team begins with the individual well versed in the art of building relationships, and who understands the value of each team member.

But winning teams also face challenges. Being aware of the most common issues hindering teamwork and damaging positive working relations is a vital component of effective team management.

To get you started, we have identified the Top 5 Challenges Impacting Teamwork and putting a business at risk:

1. Changes in Staff (down-sizing) - When layoffs or turnover lead to the down-sizing of staff the impact is felt by all those who would otherwise "team" with those lost individuals. Staff not only experience a heavier workload, but may be asked to take on more responsibilities. They will have to re-establish their way of getting the job done, while suffering the loss of any friendships they've built.
Creating a sense of teamwork is an essential step to rebuilding the strength of the team.

2. Changes in Staff (hiring) - Not unlike down-sizing, adding to the team frequently causes employees to experience diminished teamwork. Adjusting to new personalities is only the start. Changes in responsibility if tasks are re-assigned and the inevitable concerns of being replaced may lead to lower levels of cooperation and create challenges for maintaining business functionality. As new lines are drawn, staff must adapt to the changes in their team.

3. New Project - A new project requires that the right group of people, with the right body of knowledge and the right amount of direction are working in harmony together. With such tenuous factors at play, how well the team functions is both a measurement of their individual strengths and their interpersonal compatibility. If flaws in their relationships emerge, teamwork issues will undermine the success of the project.

4. New Business Partnership/Alliance - Much like a new project, establishing an alliance or partnership necessitates the forming of a new team, but with the added challenge of assembling participants together who have independent goals or purposes. Creating a healthy level of cooperation and collaboration requires that participants establish deep levels of trust prior to beginning their joint venture.

5. Team Alignment - The most common struggle with teamwork comes not from change or upheaval, but from the routine problems that have yet to be addressed or which have proved difficult to resolve. Issues with team alignment can be recognized by the ineffective staff meetings, the department with a divided staff, and by the team members who point fingers of blame when a deadline is missed or a project goes awry. A cohesive and united team is distinguished by their natural level of cooperation, collegial attitude towards other members of their team, and by their ability to reach goals and meet deadlines.

As with any relationship, maintaining a healthy team is an on-going activity.

When working with teams, you don't get to check a box and say you're done or walk away once you've re-established a level of stability. You can however enjoy the benefits of your effort. By addressing teamwork issues you will notice staff become happier and more cooperative; turnover and complaints become minimized; and productivity and growth, which had been hampered by these issues, can finally be maximized.

Getting Them to Be Honest

People often ask how I get people to tell me things that they won't share with their manager, boss, or Human Resources. Part of my success is certainly that as an outsider, I present much less of a threat to an employee or staff member. Another reason may be an esoteric quality I bring that makes people feel safe. But beyond those intangibles which I cannot help you to acquire, here are six tips for bringing about complete and honest responses from those you desire.

Getting Them to Be Honest

1. Start by trusting them- In an effort to be discrete or to investigate a problem, Managers and HR often withhold their reasons for asking questions of staff. This creates a level of fear and discomfort in the employee, as it says, "Trust me" but not so subtly says, "I don't trust you". If you want your staff to trust you, start by trusting them. Before you begin asking them a list of questions, tell them as much as you can about what you're investigating and why their involvement is important. If you can't give full disclosure, help them to understand the reasons you can't say more.

2. Tell them why it's important - What is obvious to you may be obscured to someone else. If you want to know the truth, make sure the other person understands why you need to know. For example, if you're asking about an employee's work hours you may get resistance or half-truths due to fear that you're investigating claims for over-time. If you explained that due to recent crime in the area you want to create a "buddy-system" where no one leaves the building alone, you would receive a much warmer and more honest response.

3. Address their reasons for holding back
As you share what you can with your staff, address the known reasons they might resist sharing information with you. Step into their shoes. Could they be afraid of retribution? If the information they share leads to termination of another employee, will they benefit or be hurt by that change? Knowing why they would hold back allows you to attend to that resistance, and make them more comfortable in sharing what they know.

4. Confront dishonesty
We can all sense when someone isn't forthcoming or truthful with us. (By that same token, so can they! See tip #1). Confront this directly but respectfully, and avoid making accusations. I address this by saying - "I'm having a hard time believing...." Or "I'm sorry, that doesn't make sense to me". Then I press them to explain the situation better or differently.

5. Remove judgment
In asking for honesty, we're sometimes asking people to be vulnerable to us. When they must admit to a mistake, a lie, a bad decision, or an embarrassing detail, they are much more likely to do so if they feel safe. While you may not always be able to provide confidentiality or protection, you should always be able to offer acceptance and understanding. I find this, when done with complete sincerity, will help almost anyone to tell the truth.

6. Let them know of consequences
Sometimes there are consequences to what someone tells you. They may be in jeopardy, a co-worker or boss could get into trouble. When there is a consequence lingering, tell them what it is before you ask for the truth. The purpose here is not to threaten but to allay fear. Most of us fear the unknown much more than the known; by giving them this information, you help them to decide if they can cope with the aftermath. Sharing information about the consequence also works to establish trust and shows you respect their ability to come forward even in light of an unpleasant outcome.

As you work to establish trust in your workforce, keep in mind that fear is the biggest impediment to honesty. As you succeed in your efforts to dispel fear, you will be rewarded with the trust and honesty you seek.

Quick Tips to Prevent Conflict

Are you living in a Home Owners Association (HOA)?

Are you familiar with your Associations responsibility to provide IDR - Internal Dispute Resolution?

California Civil Code §1363.830 requires an Association provide a fair, reasonable and expeditious procedure for resolving disputes between the association and its members without charging a fee to the member participating in the process.

This means that any member of an HOA, who has a dispute with the Board, has the right to a conflict resolution process; and the cost must be borne by the Association.

Keep your Association costs down and consensus high by following these 4 Tips to Preventing Conflict:


1. Listen - Part of listening is working toward understanding. As a board member you may be tired of hearing complaints or the same old argument from a homeowner. Rather than tuning the person out, if you keep hearing the same information, ask him/her "What about that is important to you?" or "What am I not understanding about your concern?" You may not always learn something of critical importance, but by making the other person feel heard, you will give them peace of mind that you understand their concern.

2. Restate - Closely tied with listening, restating proves to the other person that clarity and understanding have been achieved. In the absence of this effort, others may view disagreement as misunderstanding - and continue to try to explain their position or concern. Restating does not imply agreement, but comprehension, and works both ways to ensure that communication is clearly articulated and understood. Restating may sound like this, "You're saying that... did I get that right?" Use restating whenever disagreements spark to be sure that the problem isn't simply miscommunication.

3. Make Requests not Demands - The moment you tell someone they 'have to do', or 'aren't allowed to do' something, they resist. It harkens back to our childhood and our desire for independence. We fight back and make emotional, not rational decisions. However, when you request that they do, or not do something, it's a different story. When you make a request, explain your reasons clearly, and ask them to join you. Handling it in this way creates a partnership of sorts, and while it may lead to further discussion, it won't lead to an emotional revolt.

4. Let Them Save Face -Consensus on any issue is hard to achieve, and often decisions will be based on "majority rules". Whether it is one difficult person or a group of homeowners that are unhappy with a decision, be gracious of your "win". Verbally acknowledge that while everyone's wishes were not met, that the decisions made were in the best interests of the Association. Flaunting a win when others are not happy only antagonizes and creates an atmosphere for additional conflict.

Is Therapy Helping?

My expertise as a mediator and conflict resolution professional is buttressed by my background as a counselor, my insights about therapy, and my knowledge of people and their "blind-spots".  Read on to to determine if you're getting what you need out of therapy.

 

For some, when you've been in therapy for a while, you wonder if you're really getting the help you need.   Ask yourself, have you:

•   Been going for months but are unsure if you’ve made any progress?
•   Arrived at each session wondering what you are going to talk about?
•   Lost track of the goals you are targeting?

If you answered "yes" to any of the previous questions, you’re probably not getting what you need out of therapy, and this article is for you.

What to Expect From Therapy

Therapy is Meant to Provide Change

Often people engaged in therapy find their sessions have become a way to vent their troubles and their frustrations.  And, many counselors are willing to let their client meander through therapy in this manner rather than focusing on the reasons their client is seeking help.  To get focused, ask yourself, why am I going to therapy?  What do I need help with?  It can be as simple as saying "I'm unhappy”, but then the spotlight of your therapy needs to be recapturing what makes you “happy".  An hour of complaining may make you feel better temporarily, but commiserating with a friend will often provide that same relief.  Therapy is intended to have a deeper and more profound impact by identifying the reasons you are stuck in an unhappy place.

Therapy is More Than an Hour a Week

Most people who meet with their therapist for one hour a week think that they are working on themselves. In reality, they are kidding themselves.  The truth of the matter is that the hour in session is just the starting point of your therapy.  The work of the patient is full-time.  When you are not in session, you need to focus on your issues, problems, and goals.  Think about what was discussed during the session, and further explore your own issues.

Therapy is Relatively Fast

While each of us has unique problems, and while there is no time-line for getting those problems worked out, the results of therapy should begin to reveal themselves fairly quickly. In my opinion, most patients should see some level of results within their first 5 sessions.  Result does not mean improvement - it means you feel change is underway.  Your therapist is helping reveal you to yourself (see below), and as a result changing the way you think, and the way you see the world.

Therapy Helps to Reveal Things that are Hidden

There are the things we know, the things we don't know, and the things we don't know that we don't know. That last group would best be referred to as "blind-spots" and we all have them.  These blind-spots are the crux of most therapy, as a therapist's role is to guide you and help you to learn about yourself, by uncovering these unknowns.  As you do, change comes easy.

What to Expect from Your Therapist

Challenges to Your Thinking and Your Viewpoint

We all think we are normal and believe that the rest of the world views things the same way as we do. Unfortunately, our perspective is skewed by our own individual life experiences. This returns to the concept of "blind-spots".   A counselor's role is to discuss both what you think, and why you think it.   By examining the distortions within our own reality, we are impacted in the way we view the world and therefore the way that we live.  

Being Pushed 

Your therapist is not there to be your friend. She must do more than listen and nod her head.  If you aren't talking about important topics, she should push you to do so. Ultimately, your therapist's role is to help you see yourself more clearly.  Does your view of yourself (or the world) match others?  Do you see things in a distorted way?  A therapist needs to do more than listen.  She needs to challenge you to examine your own thought processes.

Homework

As I mentioned before, therapy does not end at the end of your session time.  Whether it is described as "homework" or not, you should always leave therapy with new things to explore, new things to think about.  A therapist might ask you a question during your session that you can’t answer.  Something as simple as "Why do you think that way about ...?"  If you don’t know, finding out is your homework. As soon as you leave the session, before you even drive back to the office or your home, write down that question.  Make it a point to think about that question until you have an answer.  I recommend doing this "homework" alone -don't cheat by asking others for the answer to your question.  Start your next session by discussing this self-revelation with your therapist.

Choosing the Right Therapist (or improving therapy with the one you have now)

Selecting a Therapist

Like choosing a professional in any arena -you should ask some basic questions to get a feel for the person, and to decide if you want to give them a shot. Remember, the ultimate test is how you feel when you begin working with them.   It's perfectly acceptable to have one or two sessions with a therapist before you fully commit to working with him.  However, you do need to begin your work during those initial sessions - if you don't then you can't judge the ability of that therapist to help you.  Remember, you're looking for someone you can trust and who shows insight into your world, you are not looking for your new best friend.

Getting Back on Track with Your Current Therapist

Most of us don't like to start over, and often times there are ways to improve the relationship with your current therapist.  For starters, you’ll need to speak with her about your desire to make real change.  Then clearly and honestly communicate with her about what you want, and perhaps the changes you'd like her to make.  If you want her to be more direct with you, say so.  If you need to be pushed to open up, tell her.  Most therapists will happily make such style changes - after all your success is their success.

Top 6 Teamwork Challenges

Greetings!

Teamwork affects every business and every employee. It determines turnover and productivity and it defines the functionality of a business. While fundamental to a business' success, teamwork is difficult to harness as it is reliant upon several different factors (and personalities!) working together. Below are the Top 6 teamwork issues that I help businesses to resolve.

1. Planning
When it comes to teamwork, planning includes everything from selecting the team members and identifying their individual tasks and responsibilities, to preparing for the inevitable challenges, problems, and delays that could prevent the team from reaching its success.

2. Leadership
Too often a team becomes unhinged because the focus rests on "management" of the team instead of leadership. Leaders motivate, inspire, and chart a course of action. They acknowledge problems but they don't micromanage the completion of individual tasks.

3. Communication
Arguably the lifeblood of any business or organization, communication is key to teamwork. Basic communication ensures that all members of the team know what they are doing, why they are doing it, as well as when and how to get it done. Other essential elements include communicating about problems with the project, or conflicts on the team. With clear communication problems are discussed and resolved.

4. Goals
Similar to planning, setting goals is an elementary task. However, many businesses lose sight of the importance of including the team in the creation of the goals, instead focusing narrowly on the team's delivery of those goals. A team that is united at the start of the project, will be better able to achieve its objectives on time and on budget.

5. Follow-through
Teams are often undermined by poor follow-through and lack of accountability. To get the most from a team, each member needs to respect his/her own role in reaching the established goals, and each manager or supervisor needs to recognize and reward success, as well as counsel and discipline failure.

6. Crisis (conflict) Management
Throughout the life of any team problems and conflicts will surface. They may be project oriented or revolve around personality differences. Addressing conflicts and crises early on is essential to keeping the team on task and focused, able to reach their goals and achieve success for the team, as well as the business itself.

Uncover Communication Problems

Greetings!

While I am often asked about the most common problems I see in working with businesses, I doubt it will surprise you to learn that most problems stem from issues related to communication. In fact, it is probably a concern in your workplace as well. The challenge then is in identifying what communication issues are creating a problem.

Communication problems stem from a wide variety of issues, with each situation as unique as the persons struggling with it. As a result, uncovering the exact cause of a breakdown and finding the right steps for improving the situation frequently requires the services of an expert.

To help you in your efforts of finding and resolving such problems, I will selectively focus on three of the top underlying issues that lead to a breakdown in communication and damage working and interpersonal relationships.

1. Style of communicating

People who operate in a confrontational or avoidant manner unintentionally create a collapse in communication. Their communication style may actually lead to bullying or overpowering their cohort (confrontational behavior); or in contrast their discomfort in communication may lead to a failure to share vital information or concerns (avoidant behavior). Each style is problematic on its own, but put two persons of opposing styles together and the situation become much more damaging. Adding to the problem, communication styles are deeply ingrained and not easy to change.

2. Hoarding information

Often times people share only a portion of what they know. This may be done to save time or to limit the knowledge of the recipient. This communication malady is usually a top-down problem as it correlates with a desire to maintain power. At a minimum hoarding behavior impacts teamwork and productivity as information and awareness of the "big picture" are compromised. Over time this behavior erodes trust, leading to other costly problems.

3. Rumors and Reputation

Expectations color our behaviors. Therefore a preconceived notion, a history of bad experiences, or other similar circumstances will change the way we view a person. If this is someone with whom we must work and communicate, our beliefs about the other person can easily create a roadblock and affect the business itself. When rumors or reputation are at play the listener often hears more (or less) than the speaker is actually saying. S/he may infer other non-communicated details as well.

By identifying the cause of communication problems, you can begin staging improvements, ultimately creating a happier, healthier, and more productive work environment.