How Can I Work With Non Verbal 2 Year Old How To Build Effective Team Work

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How To Build Effective Team Work

Has Your Work Team Posted Rules of Team Conduct? If you don’t, it might explain why your work team is acting more like the animal house crew than your dream team coming together and crossing the finish line to the music of Chariots of Fire.

Do you shake your head and wonder “Why can’t everyone just get along and work together?” “Why do I feel like I’m mediating and babysitting verses facilitating a self-directed group of business professionals?”

Management is often quick to document minor procedural and operational rule violations in their business units, while the “workplace bully” is free to roam and terrorize generally with inappropriate communication to both managers and fellow employees. The cost: much higher than any operational breach with loss of productivity and good employees to the cancer that is “Negativity in the Workplace”.

The answer may be in the Rulebook or the absence thereof.

Consider that we are a society of rules and most of us try to follow them. In my Training Seminars I tell managers that it is inappropriate and in some cases actually illegal to tell an employee that “they have an attitude” even if they have a rotten one, because each of us is entitled to our own attitude.

What is critical is to follow what I call the CSI formula: No, don’t bring your rotten employee in for an autopsy, although some I’m sure are sucking the life out of your organization, but follow up and document the evidence of “Unacceptable Team Behavior.”

The problem encountered in business organizations, however, is that there is often an absence of Posted Rules of the Road for team behavior and communication. Every work team needs those rules, even family teams. Imagine if for every couple, and in every family, there were printed rules about how we manage potential family conflict and WE FOLLOWED THEM.

I was amazed to read the statistical percentage (in the high 90s) of psychologists who can predict with amazing accuracy who will divorce and who won’t – based on 15 minutes of observations of the couple in joint dialogue. Basically how they follow the rules of respectful communication, regardless of the issue was the determining factor.

The following is a small excerpt of rules from various self-directed work teams — Do not copy them, but use them as a springboard for the design of your own Team Rulebook. Remember, no rules; expect flagrant violations, zero enforcement and a lack of team synergy.

Sample Team Work Rules:

1. We are Solution-Oriented, Not Problem-Focused. When you identify any problem, we always provide at least 1 solution.

2. We seek to make all our customers and team members feel “Trusted, Important, Special and Satisfied” through respectful verbal and non-verbal communication.

3. We deal with any workplace conflict within 24 hours or it didn’t happen.

4. We look for the good in other people, recognizing that if we don’t, we will never know good people.

5. We refrain from destructive internal-office gossip recognizing the negative impact on our team.

6. We have fun working together and celebrate our achievements.

7. We start each working day with a positive greeting, recognizing the first 15 minutes of the day often sets the team environment.

PS – License to Drive:

Just as there are Rules of Team Conduct, I am a proponent that before Leading Other People there should be a “Driver’s Road Test for New Managers and Supervisors” on the Fundamentals of Business Leadership: I bet we might have some who need to do it again that test, but in the long run, we might have fewer employee accidents! All new managers (and some not so new) should be sent to a course or seminar on How to Manage Others. The question is would you put your 16 year old without training, instruction, simulation and Rules of the Road behind the driver? So why would you do that with your business. Insist on a License to Drive.

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