Showing posts with label management. Show all posts
Showing posts with label management. Show all posts
Sunday, January 24, 2010
Silence, is the worst, most damaging kind of feedback."
"Silence," Alex later told me, "is the worst, most damaging kind of feedback." Effective feedback is clear and specific. Silence is ambiguous and generic. It could mean anything. "We don't know why the other person is silent," Alex continued, "and we inevitably go straight to our biggest insecurities." read more
Sunday, November 29, 2009
Five Ways that Team Members Build Trust with Each Other
In the previous post we found out about "The Five Dysfunctions of a Team"
And this post will tell us how to deal with the basic dysfunction: Absence of Trust. Esther Derby (Management coach, consultant and author), in her article, shows us the ways to Build Trust in a team.
1. Address issues directly - give feedback to the guilty person, not to his friend.
2. Share Relevant Information - if you don't support an idea or approach, say so.
3. Follow Through on Commitments or Give Early Notice When You Can't - if something went wrong, and you can't deliver on time, update the person immediately, otherwise it will break trust.
4. Say No When You Mean No - say No When You Mean No :)
5. Show What You Know and What You Don't Know - admit when you don't know the answers; there's nothing worse than a know-it-all who is wrong. Ask for help. That helps other see you as a real person, and people generally like to be helpful.
SUMMARY:
What we need in the workplace is professional trust. Professional trust says, I trust that you are competent to do the work, that you'll share relevant information, and that you have good intentions towards the team. Taken broadly, that's trust about communication, commitment, and competence.
And this post will tell us how to deal with the basic dysfunction: Absence of Trust. Esther Derby (Management coach, consultant and author), in her article, shows us the ways to Build Trust in a team.
1. Address issues directly - give feedback to the guilty person, not to his friend.
2. Share Relevant Information - if you don't support an idea or approach, say so.
3. Follow Through on Commitments or Give Early Notice When You Can't - if something went wrong, and you can't deliver on time, update the person immediately, otherwise it will break trust.
4. Say No When You Mean No - say No When You Mean No :)
5. Show What You Know and What You Don't Know - admit when you don't know the answers; there's nothing worse than a know-it-all who is wrong. Ask for help. That helps other see you as a real person, and people generally like to be helpful.
SUMMARY:
What we need in the workplace is professional trust. Professional trust says, I trust that you are competent to do the work, that you'll share relevant information, and that you have good intentions towards the team. Taken broadly, that's trust about communication, commitment, and competence.
Thursday, November 26, 2009
The Five Dysfunctions of a Team
Last weekend I've been on a seminar "Situational Leadership and Team Motivation", by Tim Yevgrashyn. It was mainly about "The Five Dysfunctions of a Team".
You may read review about these Dysfunctions below, or in a book by Patrick Lencioni.
1. The Absence of Trust - Teams with an absence of trust don’t know each other well and they’re unwilling to ask for help or say I don’t know.
2. Fear of Conflict – Effective teams disagree with each other. You have to be comfortable enough with each other to say, “I disagree, here’s why.” If you can’t disagree, debate, and pound out solutions, you’re unable to come to the type of decision that reflects the core values that influence the direction of your company (or group).
3. Lack of Commitment – Committing to goals takes the ambiguity out of a scenario. It creates a culture where it isn’t okay to fail. It’s not okay to let down the team. If all the people on the team are committed to common goals, they’re more likely to succeed.
4. Avoidance of Accountability – team members don't call their peers on actions/behaviours which hurt the team.
5. Inattention to results – team members put their individual needs before those of the team.
SUMMARY:
I found this seminar really interesting, and now I know how to handle different situation in my team.
You may read review about these Dysfunctions below, or in a book by Patrick Lencioni.
1. The Absence of Trust - Teams with an absence of trust don’t know each other well and they’re unwilling to ask for help or say I don’t know.
2. Fear of Conflict – Effective teams disagree with each other. You have to be comfortable enough with each other to say, “I disagree, here’s why.” If you can’t disagree, debate, and pound out solutions, you’re unable to come to the type of decision that reflects the core values that influence the direction of your company (or group).
3. Lack of Commitment – Committing to goals takes the ambiguity out of a scenario. It creates a culture where it isn’t okay to fail. It’s not okay to let down the team. If all the people on the team are committed to common goals, they’re more likely to succeed.
4. Avoidance of Accountability – team members don't call their peers on actions/behaviours which hurt the team.
5. Inattention to results – team members put their individual needs before those of the team.
SUMMARY:
I found this seminar really interesting, and now I know how to handle different situation in my team.
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