Want a team that works together?
We have all employed or worked with someone who wants to do something their own way – which isn’t the way it’s done in the business. So, rather than have the awkward conversation you work around them.
Sound’s like a good idea, it takes less time than having that awkward conversation – but it costs you a lot long term.
The behaviour you worked around will get worse, you will have to work around that behaviour more and more often costing more and more time. Plus your team will get frustrated that “that person” can do what they want.
The result is a disengaged team that can cost you a lot in lost productivity as well as moving your focus from working on the business.
Lesson 2 – Boundaries
I have been down the path of working around behaviours to many times to count, and the outcome is always the same.
I have seen the same thing happen with my clients, I work with them to identify what the poor behaviour is and how to approach the person with respect and empathy – the other person is often unaware of the impact they are having.
We use a document called the “rules of engagement” that defines with practical examples what is and is not acceptable behaviour. Then my job, as the leader, is to watch for people starting to work around poor behaviours and then facilitate the conversation to address the behaviour while they are small and insignificant.
The result is a committed team who treat each other with respect. There is significantly less staff turnover which saves thousands of dollars each year.
Want to know more about having these awkward conversations then watch the video on “Radical Candor” by Kim Scott.
We have all employed or worked with someone who wants to do something their own way – which isn’t the way it’s done in the business. So, rather than have the awkward conversation you work around them.
Sound’s like a good idea, it takes less time than having that awkward conversation – but it costs you a lot long term.
The behaviour you worked around will get worse, you will have to work around that behaviour more and more often costing more and more time. Plus your team will get frustrated that “that person” can do what they want.
The result is a disengaged team that can cost you a lot in lost productivity as well as moving your focus from working on the business.
Lesson 2 – Boundaries
I have been down the path of working around behaviours to many times to count, and the outcome is always the same.
I have seen the same thing happen with my clients, I work with them to identify what the poor behaviour is and how to approach the person with respect and empathy – the other person is often unaware of the impact they are having.
We use a document called the “rules of engagement” that defines with practical examples what is and is not acceptable behaviour. Then my job, as the leader, is to watch for people starting to work around poor behaviours and then facilitate the conversation to address the behaviour while they are small and insignificant.
The result is a committed team who treat each other with respect. There is significantly less staff turnover which saves thousands of dollars each year.
Want to know more about having these awkward conversations then watch the video on “Radical Candor” by Kim Scott.
