I’m wondering if most teams aren’t just the echo of their leader’s actions.
Similar to how children pick up the habits of their parents, I have observed how teams pick up our traits. This doesn’t absolve individuals of their responsibility to act in the best interest of the client. As leader, it does mean we have a responsibility to set the highest of standards.
From a shepherding perspective, we vigorously inspect our team’s environment, relationships, and results. As part of our on-going evaluation, we solicit feedback from parties our teams serve. We do this looking for blind spots.
How are we serving?
First, begin by asking our partners about the service we provide. One aspect of team health is how we are interacting with each other as we fulfill our mission.
Action: Ask our partners to evaluate our team and take responsibility for what we hear.
How do we respond to calls for help?
Second, as our team completes the highest priorities we may receive requests from other teams needing our help. It is important to our future success to treat each request with respect. If we give the perception that we don’t feel a new request is important we undermine the organization. It is like sowing seeds for future problems for our own team so our team must understand the importance of cooperation in the workplace. We should find a way to have our team’s echo The golden rule. Each request received should be treated with the same respect our team expects when they need help.
Action: Find ways to build in respect for others into team norms..
Last, when partners feel we are not delivering on our promises we have a problem. I’ve not heard about a team that comes to work with the intention of turning in late assignments. We see that most teams hold the answers to delivery problems; we just need to listen.
Action: Ask the team how to solve the problem and trust their response.