Archives For Teams

The Consequences of a Silent Lie

June 7, 2013 — Leave a comment

It is Friday! Hope you have a great weekend!

Does the following sound familiar? You are sitting in a leadership meeting and the team, led by a strong and persuasive leader, are headed down the path to a decision. It seems everybody is on board with the direction, but you keep having these doubts or “checks” about the wisdom of the decision. To you, there are some important unanswered questions or you have some deep concerns that you believe need to be addressed. Yet, everyone else seems to be on board and not asking questions and you sure don’t want to be the wet blanket on the meeting, so you simply keep quiet and nod in seeming assent as the meeting comes to a close.

You have just lied (a silent lie) and it is to the detriment of your team and organization. I have written before on the Silent Lie before and to read more on it click here.

I was recently told the story of the consequences of a silent lie by some leaders. The team was going down the path of taking an approach to an issue that was quite a new approach for them. There was excitement about the new approach and it looked like a promising answer to a particular challenge within the organization. However, one of the leaders, an important leader, had reservations about the decision and direction, but did not voice them due to the excitement of the other team members.

The result of the decision was not positive. The concerns that the one leader do not voice proved to be valid. The problem was that if he had voiced his concerns, it would have been a simple change that could have been easily worked out in the meeting. However, it later became an issue that involved people and their lives and became messy. The point is that there are very real and serious consequences to the silent lie.

Learn to speak up and voice your concerns – do not be guilty of a silent lie – other people’s live are affected.

BG

In Leadership, Relationshps, Teams , ,
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Being Nosey Makes You A Better Team Member

May 22, 2013

Well good morning and welcome to the middle of the week!Barn - Keely's photos

Recently I received some strange advice – if you want to be a better team member, then be nosey! I don’t know about you, but I was taught that being nosey was impolite. However, after it was explained to me it makes perfect sense.

I love our country and our people, but there are some things about our culture that just get in the way sometimes, especially when we take a good trait too far. We value the individual greatly and we are individualistic. There are some benefits to this as shown by our history, however, there are also downsides when it is taken too far. We have developed a mentality that everything is private  and we should not “meddle” in other people’s lives (does that seem odd to you that while we are so private one-on-one,we share too openly online? Weird). In doing so, we have lost touch with one another – we don’t really know each other. To be an effective team, you have to trust one another. To trust someone, you need to know them and them know you.

So, get nosey – find out the birth dates of your teammates, find out about their families, their dreams, their frustrations, and so on. Get nosey and get to know those you work with and get transparent. Lead the way with sharing about who you are and see what happens. You just might see trust starting to build on your team.

What other ideas do you have for building trust on your team?

Have a great Wednesday!
BG

In Culture, Leadership, Teams , ,
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A Fundamental Error You Often Make

January 21, 2013

Good morning! It is cold and getting colder up here in northeastern Indiana! Below zero temperatures are on the way according to the weather reports.MI Sunset by Lauren

You know, being a leader and a good team member is hard work – even when everything is going right! But because we are flawed human beings, there are things that get in the way and make effective teamwork even more difficult. The frustrating thing for me is that most often, the problem is with me – and you.

One of the common issues we have to overcome is what called the fundamental attribution error. Basically we have a tendency to attribute the negative, irritating, and frustrating behaviors of others to their intentions, their personalities or their character while attributing our own negative behaviors simply to environmental factors. Another sort of way I have heard this said is that we judge others by their actions and judge ourselves by our intentions.

Do you see the problem there? We assume the worst about others, but give ourselves the benefit of the doubt. When you are part of a leadership team what do you think that does to trust? It breaks down trust or prevents it from being built in the first place.

We have to learn how to assume the best about others and their intentions. We need to learn the habit of first seeking to understand others rather than seeking to be understood. At the root of this really is are we self-centered or God and others centered?

Today, before judging and assuming the worst about someone, try seeking to understand them and their situation.

Hope you have a great day today!
BG

In Culture, Leadership, Teams , ,
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Which Hat To Wear?

November 5, 2012

Good Monday morning to you! Hope you had a great weekend.

Do you ever had that nagging feeling that there is some aspect of an issue that you have not addressed? Or maybe in one of your meetings everyone seems to be saying the same thing? Or maybe the strongest personality in the room is overly pessimistic or optimistic so everyone else adopts the same approach? Regardless, you know that you are missing something.

Well there is a way of parallel thinking that will help you and your team fully think about and discuss issues. It is called The Six Thinking Hats. In this approach you learn how to separate thinking into six distinct functions and roles that help you to have a more robust analysis of the issue.

First is the White Hat – this aspect just deals with the information that you have or need. Just the facts.

The Green Hat deals with all the possibilities, alternatives, new concepts, and so on.

The Yellow Hat is when you explore the positives and look for value and benefit.

The Black Hat is where you look for the difficulties and dangers and explore why something might not work.

The Red Hat deals with emotions, hunches, and intuition. Here is where yo express your fears as well as hopes.

The Blue Hat is the managing of the thinking process ensuring that all of the “hats” are used in the process.

So, if you want a more robust examination of an issue, try wearing the Thinking Hats.

Have a blessed week serving our Lord!
BG

In Creativity / Innovation, Learning, Productivity, Teams, Tools , , , ,
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Effective Listening Begins With . . .

October 23, 2012

Are you a good listener? Personally I struggle with being a good listener. I am much better than I was, but still not that good. So, I am trying to learn how to listen.

Do you ever have the problem of preparing what you are about to say while the other person is still talking? Do you ever go into a conversation completely sure of your position and instead of having a conversation, you and the other person are just trading statements? So how do we become better listeners?

We begin with a key concept – humility. Yep – humility. It is key to us being able to truly listen to another person. Check out this article on listening on Ambassador’s Engage site:

Humility says:

  • My perspective is incomplete (wrong) and I need others to complete it.
  • You and your communication have value.
  • Your message is worthy of being understood.
  •  I cannot judge the value of your message until I understand it.
  • I do not understand your message until you say I do.

So, to truly listen to someone as you seek understanding, the place to begin is with a humble attitude. Practicing humility will make you a better listener.

BG

In Leadership, Personal Management, Teams , , ,
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What Did You Say?

September 10, 2012

Last Friday was a tough day in our family as we said goodbye to our little 15-year old dachshund Frieda. She brought us a lot of joy and laughter and the house seems a little bit emptier now. She is no longer hurting, but we are just a bit now. 

Question for you, have you ever been in a conversation with someone and wished they would just listen for a minute? Instead of having a dialogue, you are listening to a monologue? You knew that if they just stopped and truly listened then they would actually understand what you are trying to say.

The problem is, that we are too often the ones giving the monologue! Sometimes it is “out loud”, but often, we are giving an internal monologue. Instead of listening to the other person for understanding while they are talking we are actually using that time to rehearse what we are going to say next. So, while it may appear outwardly that a conversation is taking place, in truth it is a monologue – or two monologues taking place at once!

Listening is a skill that can be learned. But even more than a skill, it is an attitude – it is an attitude of caring for others and esteeming them more than yourself, it is an attitude of humility, and ultimately it is a key characteristic of a true servant leader.

So – do you have a “listening” attitude?

Click here for a good article on the four key components of listening.

“When words are many, transgression is not lacking, but whoever restrains his lips is prudent.” Proverbs 10:19

So today, take heed of God’s Word, restrain your lips, and focus on and care for the one who is trying to communicate with you. Listen!

Blessings on your day & upcoming week,
BG

In Leadership, Personal Management, Teams , , ,
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What Matters Most

August 30, 2012

Good morning! Today is my last official day in the office at Life Action Ministries. A bittersweet day - leaving a people I love and an organization I respect and care for deeply, yet headed to a great organization that will stretch and grow me.

What matters most to you in your job? Where are you investing your time?

I have come to understand that what matters most in what I do in my job is investing in other people. Sure, we have our tasks to do and projects to complete and they are important, but what really matters the most in the long-term, what has the most lasting impact is what we invest into the lives of those around us.

Are you really speaking into the lives of others? Are you helping them to grow? Are giving them grace when they are having a bad day? Are you making a difference in their lives?

Do what matters most. Make a difference in he lives of those you serve with on a daily basis.

For the glory of Christ,
BG

In Culture, Teams , , ,
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Which Hat Do You Wear?

May 2, 2012

Good morning!  Are you a member of a leadership team for your organization?  If so, what hat do you wear when you are in your leadership team meeting?  That of a team member or that of the “representative” of your part of the organization?  This is one of the key issues that keeps a group of leaders from actually becoming a team.

Team members are usually functional heads of a part of the organization (and have great emotional attachment to those areas) as well as a member of the leadership team for the overall organization.  The pull between the two roles can greatly hamper the effectiveness of the team if not dealt with directly with clearly understood roles and parameters.

Most of what are called “leadership teams” are actually “working groups”.  A working group is when the members come in as representatives or advocates of their particular area of responsibility and their functional role takes priority over their role on the leadership team as a leader of the entire organization.  Think US Congress!

Members of a true leadership team realize that their first responsibility is to the advancement of the mission and the overall organization and that their role as a member of the leadership team trumps their functional role.

Reconciling this issue and actually learning to operate in this manner is one of the biggest hurdles to a “working group” of leaders actually becoming a true leadership team.

So, what hat will you wear at your next leadership team meeting?  Advocate for a constituency or team member that desires to move the organization forward?

BG

In Leadership, Teams ,
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Accountability Avoidance

April 9, 2012

“Failing to hold someone accountable is ultimately an act of selfishness.” – Patrick Lencioni

After reading and thinking about that statement, I realized how true it is in my own life.  We talk a lot about conflict avoidance, but it seems that we have a more of a major issue with accountability avoidance – especially on leadership teams.  It seems easier to engage in conflict than accountability.  Why is that?

For me, I realized that on one of the teams I serve on, I was behind on some things and if I called people out on something, then I was subject to being called out.  Not a very noble reason for avoiding accountability is it?  Seems to fit in the selfishness category.

Additionally, there are two types of accountability – one being related to performance and the other related to behavior. The first type is easier – did you make your numbers?  Did you complete your tasks?  And so on.  The harder type – and more important one – is accountability for behavior on the team.  It is harder because it is more subjective and harder for people to handle than conflict.

Accountability for behavior among the members of a leadership team is critical for the success of the team. Lack of preparation for team meetings, failing to engage in meetings, lack of attention to details, lack of discipline in meeting responsibilities, poor attitudes and so on are behaviors that should be addressed by other members of the team.  Side Note:  Peer-to-peer accountability is more effective than accountability from the team leader.  Behavioral issues always precede performance issues and tend to impact the entire team.

Failing to hold others accountable is really an act of selfishness, not an act of kindness.  Why would we want to hold back information that would help one of our team mates grow and become stronger? Do the noble thing and serve one another by holding each other accountable.  You owe it to each other and those that you lead.

Blessings on your week!
BG

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Who is in Your Kitchen Cabinet?

December 5, 2011

Odd question?  The “kitchen cabinet” is a group of informal advisors for someone – especially a leader.  You may have heard the term used in regards to a president’s group of informal advisors.

The kitchen cabinet does not show up on the organizational chart and often has members outside of the organization. Most leaders have them, but it seems most kitchen cabinets are put together in a very unintentional manner. I also wonder if some leaders are actually fully aware that they have a core group of informal advisors that help them make decisions.

So, I would challenge you to think about who you have that actually helps you make decisions. Are they the right people?  Often we choose people whom we trust and with whom we often agree, but are they the right people?  Often you need people that may make you uncomfortable.  For instance – what about having a contrarian in your cabinet?  Someone that will prevent group think and will challenge your thinking.  They are often uncomfortable, but highly valuable.

As leaders in God’s Kingdom, we need to make the best decisions possible and we know that Proverbs emphasizes the importance of a multitude of counselors. So, be wise in those you have advising you.

Blessings on you during this second week of Advent as we prepare our hearts to celebrate the birth of our Lord.

BG

In Leadership, Teams , , ,
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