Are you investing in your organisation’s downfall? Because your people are.
We see it in workplaces all the time. Your people are working in silos, great people are leaving, because not so great people aren’t being dealt with, teams are focussed on competitively destructive behaviour. Sometimes they don’t even know they are doing it. Here are the signs.
These are just a few of the damaging behaviours we frequently see in organisations, and not just the ‘A type’ dysfunctional ones!
Lack of accountability, fixed mindsets, complaints (from team members, leaders and customers), teams working in silos, no fun or laughter, suspicion, mistrust, lack of creativity and innovation, good people leaving, bad people staying, low morale, margins not increasing, defensiveness and blame.
Too often CEO’s are missing these root causes of bigger disasters. The danger of missing or not dealing with negative or disruptive behaviour (no matter how small) in a timely manner is that it will spread and its damage will become a workplace norm that fireballs through the organisation’s culture.
There is no way of recognising these signs or the intensity unless you get real close and have everyone on your team invested in damage control. This means getting them together, frequently, investing time in individuals and the collective so that they feel supported, aligned and importantly, give a damn.
Your team needs to feel like they are part of something, that they matter and belong.
You need to invest in time for your team. Time that will bring them together to draw out Team Intelligence™ so that they are championing each other to win individually, as a team, and as a thriving organisation.
It doesn’t matter if your teams have regular operational team meetings or if they work in the same building, the one thing that will make the biggest difference in effectiveness, productivity and engagement is the opportunity to spend time together solely dedicated to creating an environment of safety, vulnerability and purpose.
When team members are actively involved in sessions that look at strategy, can build character trust (in difference to competence trust) with each other and can work towards solving a problem together then you are building what we call TeamQ™ (Team Intelligence).
Is it expensive to bring your team together for days like this? Not if you think about the cost of not doing it. A perfect example of this is the cost of losing a great team member.
When team members don’t have the opportunity to talk and share, they leave or worse still they stay and they are unhappy and unproductive and the culture turns sour. One great person leaving can cost your organisation anywhere from $100,000!
But what we see in organisations, where the leader embraces opportunities to bring team members together, is a massive positive shift in culture. Which in turn makes for a financially successful company. For some great examples, I highly recommend, The Culture Code by Daniel Coyle
We’ve written many times on the invaluable investment of bringing teams together. Below is a list of must reads on the subject.
Another standout benefit we see through our work in bringing people together is increased motivation.
Employees are not only more motivated to be better at their individual job they are more excited about working across divisions which increases Team Intelligence, productivity and the bottom line. Ultimately more dollars in the door equals happy shareholders, investors, leaders and employees – so everyone is winning.
I have so many proven solutions and even free resources I can share. Please contact me.
So are you investing in your organisation’s downfall?
If you aren’t investing in special, regular team days (from Exec Teams all the way through to front-line teams) then yes you are. People want to feel heard, feel like they belong and are part of a bigger purpose, what are you doing to make that happen?