Building trust on teams is critical. Egos, turf guarding, dysfunction and game playing are too often the norm in organizations. Some professionals are absolute information hoarders failing to keep their peers informed or updated by information that could help them succeed.
In his new book “Team of Teams” retired four star General Stan McChrystal (he led army forces against Al Qaeda in Iraq) promotes “radical transparency” for teams. McChrystal said to meet the challenges in Iraq he needed his disciplined military network to adapt and pass information quickly. This is also required of most organizations to thrive in a complex ever changing business environment.
Another McChrystal concept I applaud is his “shared consciousness” for teams with decentralized management where people are empowered to execute with their own “good judgment.” I’m reminded of my favorite example of an employee handbook: Nordstrom’s sums theirs up in one sentence, “Use your best judgment in all situations.” But getting teams to the point where they think and act like a team isn’t easy. Many are bogged down with dysfunctional behavior–sometimes unconsciously emanating from the leader.
I firmly believe that if you have hired the right person and they are committed to do a good job–arm them with the resources, support they need to be successful and let them do their jobs. Part of that support from leaders is arming them with the information and the contextual understanding they need to succeed. Another is taking the “dysfunction” out of their teams which is often the most difficult perplexing and frustrating part of any leaders role.
I am here to help leaders with their people issues – I take the “dysfunction” out of teams!
This is the season for retreats – I can help facilitate your sessions for increased engagements and less game playing!
425 736 5691