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Jun 23 2021

The Added Challenge of Building an Effective, Remotely Operating Team

There are so many goals and projects in most every business that require the combined efforts of a team.  Each team member has specific parts of the puzzle to create and provide that, when put together, achieve the overriding desired outcome.  The challenge goes beyond the skills needed to complete the project.  The challenge is creating the team that has the needed components to bring about the success.  It is increased when teams are remote.

Two categories of components contribute to the degree of accomplishment and effectiveness that a team can anticipate. 

productivity sign2

The productivity components include the likes of … team leadership … accountability … alignment behind the vision and purpose … goals and strategies … decision making.  These look quite the same whether working under one roof or remotely.  These don’t necessarily require being under one roof to implement and maintain.  They are process related.

positivity sign

The key positivity components include the likes of … communication within and among team members … respect … trust … camaraderie.  These speak to relationships among team members and require an ongoing effort and plan to achieve and maintain.

Having and sustaining the ‘positivity’ is neither easy nor a given when team members are in part or completely working independently and outside of an office environment. Removing the in-person capability of teamwork adds an added challenge of finding creative ways to incorporate these critical elements into team interaction. The workforce today and going forward is bound to be comprised of both in-office and remote members. It becomes critically important that any organization devises ways to hold onto the positive aspects.  Let’s examine how one might enhance these important elements in the new normal work environment of today and beyond.

  • TRUST
    The more we know about someone the more likely we are to value and enjoy their presence on the team. Thus,

    trust locked hands

    getting to know them on a more personal level enhance the understanding we have of them. 
    • What is their life comprised of outside of their work?
    • What do they enjoy doing in their ‘away’ time?
    • What are some things they have struggled with and have overcome that gives you a sense of who they are and how they have handled challenges?
    • The more revealing one is to others the more they will be seen for their ‘human’ elements and build the desire sense of trust.
  • RESPECT
    Whether remote or in office the things that develop and build a sense of respect among team members is very much the same. The method of communication is similar and perhaps only more challenging when conveying these things remotely.
    • Encourage other team members to share their valuable ideas.
    • Treat people how you want to be treated … with kindness, courtesy and politeness.
    • Actively listen to others input from within the team.
    • Use other people’s ideas often to increase productivity and efficiency.
  • COMMUNICATION

    remote meeting

    Effectively communicating within a business or a team has always been a challenge in various ways. Working with a remote team only increases the need to be more sensitive to the critical nature of finding effective ways create this by incorporating these …
    • Showing empathy and remembering members are humans also dealing with added challenges associated with working remotely.
    • Say the often-overlooked niceties … like ‘good morning’ and ‘how was your weekend?
    • Let the team devise ways to make video meetings more effective … is it around frequency? Or is it related to a more well-defined agenda?
    • Encourage and expand the personal connections through ‘fun’ times and activities that allow the team to have that lunch together or share fun things done over the weekend.
  • COMARADERIE
    Developing a sense of togetherness and collaborative friendship is not an automatic given. Yet understanding the value of it and how it contributes to team success makes doing these things positive contributors.
    • Create opportunities for ‘group’ chats … sessions designed to discuss ‘whatever’ comes up that is not related to the specific work being done by the group.
    • Create a process for adding a new member to the team … one that introduces the person and allow them the opportunity to tell the group about themselves … professionally and personally.
    • Allow every team member equal time to express their thoughts and provide opinions.
    • Create a virtual breakroom … a place where all are encouraged to share things of personal interest, challenge and accomplishment.

camaraderie group

It appears to be a given that the business environment of the immanent future is going to be comprised of people working in an office full-time, those working remotely full-time and those who are doing a combination of the two.  The most effective and productive teams need to have the positivity components identified above.  Thus, it is imperative that organizations make a concentrated effort to devise ways to incorporate them into the ‘remote’ team effort.  Doing so will make it possible for teams to retain both the positive and the productive elements that contributes to the most effective and successful team efforts.
Mike Dorman

Written by Mike · Categorized: Effective Teams

Feb 27 2020

The Critical Value of Building a Team on a Strong Foundation

strong foundation sign

If there is one thing that appears to be an ongoing challenge in business that is completely independent of technology advancements or a generational mixture of co-workers it is the challenge of creating a team that helps to insure success of the  combined efforts of its’ members.  It really makes no difference if a team is formed to spearhead a special project for an established organization, begin a new department or division of it or begin a completely new company.  Laying the strong foundation  upon which the ongoing success of the effort will rely remains as a most critical step.  Unfortunately, it is one that is too often all but ignored or addressed in a most surface manner.  This omission then, can and does serve to undermine the best intentions and desires and contributes to the major number of businesses that fail within the early years of existence.

I encounter this situation rather frequently when coaching within various businesses.  As participants begin to experience the cracks that appear attributable to the missing or weak foundation, they experience the following:

  • Frustration
    Of course enthusiasm and energy run high when launching a new effort. And too often these same frustrated manpositives are blinding to creating the strong foundation on which the effort stands and from which it will grow and prosper.  Determining roles, structure and responsibilities are too often thought to be ‘obvious’ and thus, there appears to be no or little need to spend time defining the ‘obvious’.  Welcome mega-frustration potential.
  • Loss of confidence
    If from the start the team is experiencing challenges related to an agreed upon vision, how it will be approached and how it will be achieved, it makes it difficult to stay focused on the goal of the team. Rather, it’s easy to begin to question whether the team is made up of the right players … again a most basic aspect of creating the team in the first place. 
  • burning moneyWasted dollars
    Time is money and one certainly doesn’t subscribe to wasting it. The wasting it part is so oftensimply because those involved didn’t take the time to discuss and agree to how things were going to progress.  And whereas this is not surmountable, very few efforts budget for wasted dollars … the one unnecessary thing that can derail the best of intentions and effort.
  • Missed opportunity
    It’s safe to say that all efforts requiring a team are made with a vision of needed and desired success. And yet, when you consider the very significant failure rate of projects or businesses it becomes apparent that something that would or could have made this a success was missing.  Much research reinforces that the missing ingredient is the lack of that strong foundation upon which all else will be built.  Too many times it appears to be this key ingredient that can be attributed to the lack of success and achievement. 

team pyramid

This experience is very much avoidable.  What it takes is taking the time to build that foundation.  And rather than it being time intensive, it is a matter of being focus intensive.

Here are some of the key things that should be addressed when the team is in its’ formative stages!

  • Why have those on this team been included?
    What does each person bring to the effort that when combined with all others will provide a complete circle of knowledge, experience and expertise that success requires?

    • In what ways are the personalities of all involved compatible or challenging and how can you address this to contribute to the success being pursued?
    • What open gaps might exist in terms of the desired knowledge and experience and what is the plan to acquire that needed resource?
    • What needs to be done so that everyone involved in the effort knows and understands what each person will be able to contribute to achieving intended success?
  • What do you do to assure that open and clear communication remains at the forefront of the team effort?
    • How will you as a team address differences of opinion or approach? As they are a guarantee, knowing how you will deal with them avoids ramming into a dangerous wall.
    • How often will the team meet and what is the nature of the check-in you want that will make certain that the foundation needed for success avoids or quickly repairs cracks.
    • Who is the person recognized as the leader with the final say on decisions to be made? Or … is the final decision in the hands of the person who oversees the item being addressed?  Co-leaders seem nice however they are also responsible for trouble in operating successfully.  Whereas it seems ‘nice’, it is also responsible for many business or project dooming issues.  Going this route can be a sign that decision-making and confronting real issues is potentially a crack that can undermine all good intentions and desires.
  • Why the need to put aspects of the structure and related agreements in writing?
    • As those involved become immersed in the project and working to achieve the inwritten agreementtended goals, some of the foundational items fall from memory. When this happens it too often leads todisagreements around what had been agreed to or the process to be followed if needed ‘down the road’.  This reference avoids the need to recall what had been decided and helps to maintain focus on the project or business itself
    • Especially when just getting started those involved either can forget or confuse aspects of structure, decision-making and responsibilities assigned to various individuals through a specific way to address them. The written format provides a fast answer that avoids being side-tracked.

Like any relationship, business relationships need to be cultivated over time. Team participants and/or partners need clear expectations. They need to know they are valued. Building trust over time becomes essential when complications and difficulties arise, and they always do.  All need to realistically understand and accept the challenges that they will potentially encounter as well as how they will be confronted … individually and collectively.  Addressing the foundational aspects of a team effort significantly increases the likelihood of reaching the intended success.
Mike Dorman

Written by Mike · Categorized: Effective Teams

Jan 08 2020

Want A Productive and Successful Team? Try Camping!

get to work kid 1

Here  we are … a new year filled with all of our related and identified goals.  From the standpoint of our jobs, many of us enter the workplace determined to achieve the envisioned success … for ourselves and our organizations.  So much of what we will be doing relies on working successfully with our team … a team representing a single project, our department, division or the overall company.

There is work to be done and so often people are chomping at the bit to get to work … jump in … make it happen.  However, what has been demonstrated over and over again is that doing so upon a foundation of a solid relationship, respect and understanding among the members of the team carries with it significantly heightened success.

teacher at easelI recently heard a story about a sixth-grade teacher and the way in which he launched each new school year.  I believe it has application here.  Get this.  Day one was a pretty normal day spent getting familiar with the room, the grounds, the agenda for the year and the expectations.  However, ‘normal’ ended as the day was almost over when the students were told that the following morning the entire class was going camping for two days.    Huh?  Tax dollars going for a camping trip?  Who ever heard of this as a kickoff for a school year?  And why?

The kids were told to bring certain needed supplies, a sleeping bag and the clothes they would need.  They also heard that they were going to cook and cleanup for all the meals.  And oh yes … they would be doing some school-like learning, however this learning was all about getting to know and collaborate with their new classmates.  Innovative thinking?  Or, is it time for this teacher to go?  His explanation to questioning parents was that he had learned through this kind of investment in the development of the class as a team, the payoff was huge.  The children could actually experience what they could and would accomplish collectively and individually as they embarked on the planned curriculum for the 6th grade.

team socializing

This brings me back to all of the ‘teams’ that exist within companies.  The jump in and get going immediately mentality doesn’t mean not caring on how cohesive the members of the team are.  Rather the belief is that over time we’ll all get to know and appreciate one another and in the meantime we have work to do. After all, we’re being paid to be productive and accomplish … right?  Head scratcher for sure and I got very curious.  What would be the added value if every team took the time at the beginning to know and appreciate other teammates and the leader of that team?

I went in search of commentary on this topic and came across an article published in the Harvard Business Review … “What New Team Leaders Should Do First” by Carolyn O’hara.  Some highlights of this article:

  • What is the purpose of this team?
    Whether you’re taking over an existing team or starting a new one, it’s critical to devote time and energy to establishing howyou want your team to work, not just what you want them to achieve. The first few weeks are critical as a way to minimize significant problems down the road.
  • Who are those on the team?
    As an initial priority getting to know the team through its’ member is extremely valuable in helping the team to gain appreciation for one another on it by actually learning about them aside from the project at hand.
  • What does the leader expect and value?
    If you are the leader initial interactions with team members are an opportunity to showcase your values. The leader can explain how she/he goes about making decisions, what the priorities are, and how the team’s performance will be evaluated, individually and collectively.
  • Indoctrinate a new addition to the team from the beginning
    getting to know team membberWhen a new team member comes on board, it’s critical that they are indoctrinated into the group culture & norms with a full explanation of how things work and what is expected.  Do not presume that other, older team members will fill them in … completely.
  • Set or clarify goals
    Use the full team to establish clearly defined goals.  Having their involvement brings with it their buy-in as they will have had a part in formulating that plan.walk dont run sign

Something to be learned from the 6th grade teacher?  I think so.  Of course we’re being paid to accomplish.   And if this makes just a bit of sense to you, maybe, on the way to running forward we should begin by walking.  The next team you’re on, maybe you’ll be the one to suggest an overnight camping or some form of socialization activity.  The sleeping bag may not be your most comfortable bed, however the team bond that is formed just might payoff in spades.
Mike Dorman

Written by Mike · Categorized: Effective Teams

Aug 21 2019

Political Polarization Comes to the Workplace … The Good and the Bad

It is frequently said that never, in the past several decades has our country ever experienced the degree of political arguing couplepolarization than that which exists today.  What used to be the ability to have civil conversations with friends and family about our different views and the reasons for them, has, for many, gone out the window.  At family gatherings, talk about current politics is often forbidden.  Getting together with friends who have a different leaning means avoiding such conversations in order to maintain the friendship.  In more extreme cases, those who were friends for years are no longer able to spend time together through an apparent loss of respect or tolerance for that ‘other’ person’s viewpoint.

Every Monday morning we walk into work prepared to do the expected job we were hired to do.  What so many have discovered is that with the varying and prevalent political beliefs of all co-workers, the increased polarization is unfortunately not left at the door.  In fact, the questions we hear awaken in all the diverse perspectives that exist … unrelated to the actual work we perform and accomplish.  Comments like these: Could you believe the Sunday news show and the biased viewpoint? Did you hear the lies that so and so told the attendees at her/his rally?  Did you watch the debate’ and wasn’t it a joke?  Too often we hear such questions and we can’t help but to make decisions about a co-worker based on their political beliefs rather than their skill, knowledge and/or contribution to the team’s effort. torn flag

To the extent that this is today’s reality … the new normal … and because this issue is raised with increased frequency with coaching clients, it warrants some exploration.  The key questions become what are the negative impacts that such differences have on the workplace and the work to be done?  Conversely, what might the benefits be to the organization due to the diversity existing among employees? Randstad, an employee solution organization conducted an in depth survey uncovering U.S. employees’ feelings about and experiences with political discussions in the workplace.  The report also examines how an employer’s approach to political issues can influence employee engagement and retention.

“Our study shows the topic of politics itself is extremely divisive in the workplace, reflecting our country’s current polarized political climate,” said Randstad North America chief diversity and inclusion officer Audra Jenkins in a statement.  “It seems there’s no escaping politics, even on supposedly neutral ground, and unfortunately this can contribute to feelings of alienation as well as deteriorating relationships in the workplace.”

Key Findings:

consequences ahead sign

  1. Some employees see the benefits of discussing politics at work, but the risk of negative consequences is high.
  2. Differences in political viewpoints, whether expressed in person or online, can be alienating and damage workplace camaraderie.
  3. Political viewpoints can drive employees to quit their jobs, or determine the employment opportunities they seek.
  4. Workers are divided on whether employers should take a stance on political issues.
  5. Politics matter more to millennials than other generations.

It becomes very evident that there are clearly some negatives that tend to arise when political opinions and the belief that we have the freedom to express them become workplace fodder.  And yet there is the other side … that teams of people charged with working together to achieve the project or overall goal can get results that truly benefit from conversations that represent all sides of the approach.  In this sense, it is very possible that today’s political discourse that is flowing more and more freely, is, in fact, making a good contribution.

The Harvard Business Review published a study conducted by a team of scientists that found there was a big cost in having a team of people charged with working together who vote just like all the others.   They reached these conclusions in following political arguments that took place on Wikipedia:

POW sign

  • The most effective teams fight about politics.  Mixed teams of conservatives and liberals, Republicans and Democrats,ended up writing way better Wikipedia pages than those written by teams that consisted largely of people who all agreed or had no strongly held position.  In other words, fighting about politics led teams to do far better work.
  • Hiring both Democrats and Republicans helps weed out group think and broaden the knowledge of the team to find more creative solutions.
  • They insist that while political diversity can pay hefty dividends, in order to cash in leaders need to set the stage for a healthy exchange of ideas. Here are a few of their recommendations in brief –
    • One token Republican/Democrat does not a politically diverse team make.
      disagreeing teamTranslation: one token diversity hire tends to end poorly. True diversity demands a greater balance between different viewpoints.
    • Set clear expectations for the discussion from the get go.
      Translation: it probably pays to create a rule book for respectful conversations before you dig into meaty discussions and make sure there is a transparent process for handling violations of these rules. Talk about how you’ll talk before you talk. 
    • Be upfront from the beginning about your commitment to diversity.
      Translation: be upfront about your commitment to political diversity and productive debate with those with whom you work so they can self-select into the challenges and rewards of this sort of workplace.

What extensive research concludes is that diversity in the workplace as related to one’s political persuasion, has clear

polarization in America

benefits to results achieved … provided it is done respectfully, with curiosity and genuine interest in understanding other perspectives.  When this path is followed it can and does result in richer and more complete decisions and actions that are truly beneficial to the organization.  Would it be great if such an approach could be followed when we are with our family and friends?
Mike Dorman

Written by Mike · Categorized: Effective Teams, Management Culture

Jul 11 2018

How Negative Feelings Toward A Client or Co-worker Impacts Success

Over time we have blogged about maximizing team success by making certain all are focused on
achieving the overriding goals.  Understanding the value that each person offers to the collective effort and accepting that each person should view what they do as the ‘most important’ contribution to the overall success of the effort are important aspects.  It sounds logical, simple and very straight forward.  And yet, what we have all encountered are situations wherein a negative perception held about even one co-worker of client has the ability to undermine all of the success-related ingredients and deprive the effort of hitting the intended mark.

Here are some examples that I continue to encounter and that I expect that you, the reader, have experienced to the detriment of all of the good effort being made.

  1. A member of a team has a delivery style that is simply hard to like or take
    Situation: Perhaps it’s the way they deliver their ideas or perspective of

    something being considered. Perhaps their attitude is one that says “I’m right and all of you are missing the real point”.  Or, perhaps the one leading the effort just doesn’t care for the person as an individual.  Regardless of the reason, others actually shut down and disregard the contribution.
    Impact:  Even understanding that each person on the team or within the department is there because of what they know and the needed contribution they can make, allowing personal reactions and feelings to reign unchecked is clearly going to impact the level of achievement.  Think of working a 500 piece puzzle and not having the final piece.
    Resolution: If you are a witness to this obstacle think of it as a responsibility and opportunity to get the overall effort onto a successful track.  One way to do this is by having a conversation with either or both sides of the situation.  Often, either person simply doesn’t realize how they are coming across and will make changes to take the focus to where it should be … success.
  1. A sales person is working with a client with whom they don’t connect
    Situation:
    Whether in a sales position with a company or in your own business, customers are the ones who enable growth and are one critical element to our existence.  And still, there are times when the needed connection between these two components just isn’t there for any number of reasons including those mentioned in #1 above.
    Impact:  In both directions, frustration, impatience, lack of cooperation and stone-walling are manifestations of such a ‘relationship’.  You realize that neither the sales person nor the client are happy and chances are slim that you would stand to get any additional business or referrals from the client.  From both sides of the equation it seems like something akin to pulling teeth and is just unpleasant.
    Resolution:  If the sales person nor the client consider the relationship to be working well, the likelihood is that you will achieve unsatisfactory results and actually create a negative voice.  This will work against you in the pursuit of future sales.  And although this one is often difficult to swallow, recognizing that the connection is not a good one, removing yourself from it and referring the customer to another person will be doing you, that customer and your organization a big favor.
  1. A new person joins an established team or group as an unwelcome addition
    Situation:
    You are already a part of an existing and well-established team working well toward the known and intended goals.  For any number of reasons a new person is assigned to be a part of it.  Perhaps they are a new hire and seen as having skills and knowledge that will enhance progress toward your goal.  Or, maybe they have been with the organization and it is felt the team would benefit from their skills.  However, along the way they have created some reputation that is not well received by the team.  It’s uncomfortable from various vantage points and impacts the free-flowing and cooperative successful movement negatively.
    Impact:  There are a couple of reactions to this.  Either the ‘new’ person is ignored and soon realizes that are not going to be able to become a viable and respected member of this team.  Thus, any input they provide is shot down as wrong and unwelcome.  Or … the rest of the team ceases to be as open given the ‘intruder’ in their midst.
    Resolution: Here is another situation wherein some team member who is aware of the negativity has the opportunity and a responsibility to raise the issue and the potential impact it is having on the successful achievements of the team.  Allowing the newcomer to enter on a more level playing field enhances the experience for all and, in fact, can take the achievements to a higher level.

Distension between any of the individuals who make up a team relationship does much to undermine all of the good efforts that are otherwise intended and made.  It is actually surprising how many people are unaware of how they have allowed their bias toward another to impact the way in which they work together.  In most situations, by increasing awareness much is improved and even resolved.  Maybe it’s another observant team member bringing it to the attention of those involved.  Or perhaps it means the ones involved in the situation discussing, acknowledging the issue and making a commitment to begin anew.

Few of us, if any, are trained, skilled actors.  It may only take a few lessons to develop the talent … and the benefits.
Mike Dorman

Written by Mike · Categorized: Effective Teams

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