Going Rogue – Time to Rebuild or Breakup

I am sure many of you remember when the newswire was buzzing with the lone-wolf behaviour of one of the (Canadian) Tenors during the signing of Canada’s national anthem at a All-Star baseball game in San Diego in July.  During the anthem, Tenor Remigio Pereira substituted words to make a political statement.  This change was made without prior knowledge of his fellow quartet members.  The backlash has been huge and now the future of the Tenors is in question.

In this instance, one member of the group took it upon himself to act on his own, whttp://www.dreamstime.com/royalty-free-stock-image-solution-vs-problem-solving-business-consulting-compass-arrow-pointing-to-word-problems-d-render-image-suitable-image32482606ithout permission or the support of his fellow teammates, to express his own political belief.  Not only
were his actions self-motivated, but the timing of his message was poor and the desired result not what he intended.

This is a very public example of how one member of a team can have a significant impact on the team.  In the case of the Tenors, trust was broken, member of the group no longer want to perform with Mr. Pereira, and their future must now be re-created.

Within most businesses, there are teams which are key to creating  and sustaining the business, its reputation with customers and its internal culture, to name only a few factors.  When someone on a team does something rogue these three steps can help salvage the situation.

  1.  Act swiftly   —  If the rogue behaviour has the ability to cause damage, your swift and decisive action is vital to making a wrong a right.  A rogue act requires you to step in, initiate an impartial investigation to determine the facts and to hear all perspectives.  Sometimes a 3rd Party is needed to conduct this investigation.  The investigation should be quick and to the point so next steps can be taken quickly.
  2. Be transparent —  In all actions and communication associated with the incident, it is important to communicate clearly and often so everyone within your team, your business, and key stakeholders understand what is happening.  You don’t want to breech confidentiality or individual rights, but you also don’t want people second-guessing you.    When you are transparent with the rogue team member, they also know where they stand and what actions will be taken and what to expect.  Transparency and frequent communication goes a long way to build trust, repair your reputation and minimize the negative impact the rogue actions could cause.
  3. Follow Through — Once you have dealt with the situation, its important to follow-through.  This means confirming the conclusion of the incident, ensuring all actions plans identified to prevent a repeat are in place and to check in with each member of the team or key stakeholders to get their perspectives, feedback and comments.  This debrief process is often over-looked, yet I have found it to be the most important.

Sometimes you can’t repair the damage done and a break-up is the right thing to do.  When this happens, the swift action, transparency and follow-through will help you re-focus on the future and take the right steps forward.

 

We have lots of experience assisting organizations during and after a critical incident.  Contact us to learn how we many assist you.

Is your Team Losing its Way?

With the 2016 Olympics now on our door step and I’m very excited.  I’m an avid Olympics fan.  I love watching everything.  Celebrating the wins and recognizing the efforts of every athlete regardless of the medal count.   Each country creates a team of athletes who have a common purpose – to represent their country and deliver their best effort in their sport at each and every event.

The motivation and focus of these athletes to the team vision is amazing.  We see other teams like those of the CFL, NHL or NFL or NBA more regularly.  Due to the longer-term focus needed, these teams can demonstrate ups and downs similar to those of us in the workplace.  Team dynamics reflect the mindset, effort and productivity of each and every member of the team.

 

Team dynamics are defined as the unconscious factors that influence how teams interact, communicate and work together to a common goal.

 

Lack of Cohesion

Team dynamics are impacted by the different personalities in the team and the behaviours each team member brings to the job.  Athletes are highly motivated talented individuals who are competitive and want to win.  Losing is not ok.  Working and travelling in a close environment, circles-freealong with pressures from owners, coaches, team mates, the media and fans , as well as families, all come into play in how well a team can create and maintain positive dynamics that allow them to reach their goal.

In the business world, not every employee on a team may have the same inner motivation found on a professional hockey team.  Your team may consist of more leaders than followers, particularly at an executive level, or people who are not completely aligned with the team’s (committee’s) focus and purpose.

When this happens how can you, as the manager or team leader better understand their lack of “buy-in” and help them become engaged and a valuable asset to the team?

Have a Vision and Purpose

Every team is brought together to accomplish a goal.  Does every member of the team know and understand the vision and purpose of the team, and how their actions will make a difference?

Just think of a committee in your workplace.  How many people sit on that committee because “they have to”.  It’s just part of the job description but they’d rather not be there.  Do they complain that its a waste of time? Are they commenting on how their suggestions are ignored?  Are team members engaged and kept accountable to participate and take action?  When these situation exist, a lack of vision and purpose probably exist.

As the team leader, its important for you to understand what each person on your team is thinking and if they are on-board with the vision and purpose.  People always want to know where they are going and why its important. Recognize their efforts and dissenting comments and take the necessary steps to get them back on board.

Communicate Clearly & Often

This may seem like the obvious but all to often the team leader fails to keep communication open.Communication bubble ID-10060415  Communication is more than telling people what to do and when.  Instead it includes conversations with the team collectively, as well as with each individual team member.

A leaders role is to inspire others to think strategically within the terms of reference of the team/committee.  When you help them see the big picture, they are better able to understand how their role fits in and can make a difference.

Listening to the different perspectives and suggestions is critical.  It’s not your role to be right. It’s your role to lead the team to the right outcome.  Sometimes your original plan needs to be reassessed along the way when new information comes to light.

“Deep and sustainable change…requires changes in behavior among those who do not welcome the change.” ? Douglas B. Reeves

 

Is your team lacking focus?  Do you want to identify ways to better lead your team to be more productive and engaged?   Contact us to see how our solutions may assist you.

Powerhouse Team

During an episode of “The Property Brothers at Home”, the twins were discussing a project they were working on.  Each had ideas they wanted to include in the project – almost polar opposites.  During the show they were bantering back and forth and a new (and better) idea surfaced that they both liked.  Interestingly enough, they commented about how they frequently bring different perspectives forward and through their discussions land on an even better solution than they would have arrived at individually.

This is a very simplistic example of how two (or more) minds coming together usually come up with better solutions brain ideas pd 11575587_sthan would occur individually.

Is a group always better?

When a team within an organization come together, they too can mastermind to enhance the decisions and solutions.  Unfortunately this doesn’t always happen.  In most work situations, people attending a meeting have different levels of authority.  If the meeting is not structured to encourage the sharing of ideas and perspectives regardless of position (rank), then employees will most likely refrain from speaking up when they hMeeting Teamave a different perspective or idea than their boss.

Another phenomenon that happens in many groups occurs where complacency reigns.  Group Think occurs when everyone on the team begins to think alike.  The status quo is embraced and innovation and varied perspectives are fail to be embraced and encouraged.

Challenge the Status Quo

As a leader of a business, division or committee, creating and sustaining an effective group is important if you want to have a positive impact.  To help prevent group think in your team, always be willing to challenge what seems obvious.  When you challenge teams, they will be more creative and innovative and new and more successful solutions can result.

My recommendation is to always ask Why.  Not just once, but many times throughout the process.  This one simple word can invoke a wide variety of thoughts, ideas, and new solutions.

Case Study

I was working with a client, who I’ll name Joe.  He had a team of managers who worked well together but results from the management team were not helping them keep pace with competitors.  When we looked at past decisions and outcomes, a pattern became apparent.  Most of the decisions were introduced by one manager, and after a short discussion, minor adjustments, that solution was implemented.  It was quick, easy and painless.  What they learned is that it wasn’t the right approach.

Our solution was to create a structure which would guide the decision making process so that they would compete more effectively and grow their business.  This decision making process included brainstorming, risk assessment, resource evaluation, and a beta test before final launch.  Through the beta test they can ask what is working, what is not and most importantly why!  The answers fueled their future discussions and decisions and led to more innovation and better profits.

Working Alone or Looking for More Diverse Perspectives?

Small and medium business leaders often have a small leadership team.  Their ability to ask for feedback, gather different perspectives or garner support (cause it can be lonely at the top) is limited.

Arrow up ID-10022718So… a mastermind (peer-mentoring) group can be the solution!  Why!  You become part of a unique group of motivated, goal oriented, successful business leaders, professionals and entrepreneurs who, like you, are focused on being a good leader, better business person and make better decisions that ignite results, engage employees, grow business and helps them professionally and personally.

A Mastermind Group offers all participants unprecedented opportunities to lead change, grow business and become a stronger leader and a confident person.   Learn more about our Achieve More! Mastermind   Sign up today to reserve your spot!  The Group is limited to 10 participants.

 

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