Effective teamwork is essential to your organization’s performance.
There are many teamwork definitions, but this is one of my favourites:
‘A tight knit group of competent individuals who care deeply about each other. They are fiercely committed to their mission, and are highly motivated to combing their energy and expertise to achieve a common objective.’
Are you part of a great team?
If you said yes, what makes your team great? What is your contribution to the team’s success? What outstanding results have you been able to achieve together?
If you said no, what are YOU doing that is stopping the team from being great? Yes, we all contribute to our current situations.
Working with a great group of people, creating an amazing bond and achieving great results, is a wonderful feeling.
There are certain qualities that a high performing team exhibits that will enable you to achieve great things. Below are nine fundamental behaviours that can help your team achieve extraordinary results.
1. Totally committed to each other and your overall goal
2. Curious before critical
3. Focused on the hope of success
4. Embrace people for what they bring to the team
5. Everyone accepts responsibly for all that happens – there is a ‘we’ mentality
6. Hire the inspired or inspire the hired
7. There is no room for egos
8. The appropriate leadership style is found to fit the current situation
9. The ‘leader’ in each person is given space to be ‘step up’
Which behaviours does you team already possess? When was the last time you saw these being demonstrated?
And which elements does your team need to demonstrate more on?
What more could your team achieve, if you were consistently demonstrating these behaviours? What would it feel like to work together like this? What would others say about your team?
By having faith and trust in each other, ordinary people can achieve extraordinary things!!!
This week (July 20-28) on CaribHRForum we have Mark Mayberry as our guest, to share from his expertise in the area of customer service.
Join us on the discussion list to be a part of the latest CaribHRForum event.
As we develop and grow as a civilized society, one would think our humanity and respect for humanity would also progress. When we review all the positives and negatives, the net effect (according to media reports) may lead one to believe that there is a lot of efforts being exerted to serve our ego and greed, resulting in high crime rates and a general lack of respect for life.
In our work life, we have also managed to replicate this general social disposition where trust is being eroded and in its place tons and tons of documentation stored on hard-copy or in high priced data centers.
For trust to be evident in our organizations, we should have some commonly held ethical beliefs, mutual shared obligations, goals and objectives with internalized values and norms. How often do we hear words like “I can rely on Tom”, I can depend on Mary”? Reliability and dependability are the results of trust. How often do you hear, “Send me an email first”? Our personal experiences with our colleagues help build our relationships and these increases our sense of trust. What does our trust assessment show when we test our own organizations?
Trust building is an intangible concept that does result in tangible outcomes. A significant amount of activity is undertaken by groups rather than individuals. Growth and wealth creation comes from diverse groups of people working together, sharing resources and developing the capacity to create the kind of associations they mutually desire. The ability of people to work together for a mutual benefit with a high quality of social interaction and trust is a business asset.
In high-trust work communities, because actions and expectations are based on shared common values and principles, the cost of doing business is lower. We would not need a long paper trail, and would not delay actions waiting for written sign off because a verbal indication is not good enough.
In the July-August 2009 Harvard Business Review, Beinhocker, Davis and Mendonca in an article entitled “The 10 trends you have to watch” noted that loss of trust for a individual company “leads to higher transaction costs, lower brand value and greater difficulty in attracting, retaining and managing talent”. At the extreme end, it means “boycotts, negative publicity and unwanted regulation”.
In our own backyard, the Trinidad Guardian reported on the 13th May 2009 that CLICO (Colonial Life Insurance Company) received one billion dollars out of an expected total of five billion from the Trinidad and Tobago Central Bank to meet its financial commitments on maturing products. I suppose this may at least qualify as a concern to the trust relationship between CLICO and its policy holders and this may even spill over to the rest of the insurance industry.
Compliance and regulations move to the spot light in cases where the state must spend money to set up and run complex rules-based systems to monitor these organizations. There may be an inverse relationship with internalization of norms and values and the need for rules. The less we hold common norms and values, the more we need rules to govern us.
Trust has been absent without leave for some time now and the current economic situation does not seem to signal its return at least not in the near future. I am seeing more documentation, more rules, more archived email folders and more time is being spent on covering one’s derriere.
Mark Mayberry recently presented at the JEF 2009 Convention in Ocho Rios. He’s an expert customer service, and in motivating employees to deliver better service.
His website describes the work he does with companies, as well as his book: Building the Dream Workforce. Click here to be taken to Mark’s website: markmayberry.com
Length of time: 24 minutes[audio:CaribHRForumMarkMayberry.mp3]
Tom Crane, expert on coaching and the author of “The Heart of Coaching” is our Special Guest this week on CaribHRForum.
I recently interviewed him for our series on podcasts after he visited Jamaica to present at the local Jamaica Employer’s Federation Convention. To hear the 34 minute recording, simply click on the Podcast link at the top, or visit CaribHRForum’s podcast page.
Tom will be on the discussion list through July 6th, and has already gotten off to a rousing start!