Team

CONFLICT WITH TEAM MEMBERS, How to Relieve It

/ Denis Baker / Leave a comment

Team Members will experience conflicts. A member of your team or another colleague whom you think is in the trenches with you can suddenly become a foe. In an instant, teams meant to work together to achieve the goals and objectives can end up locked in conflict. I don’t think any of us wake up in the morning hoping to deal with conflict………..but it will show up. Conflicts rip teams apart, destroy morale, and will result in poor performance.

So, what do we need to do to relieve the conflict and become a stronger high-performance team? 

  1. Positions – Many team members focus on their job title to dictate the direction. This is very typical for those promoted to a high level for the first time, or maybe it is a person who has occupied the job for many years and feels they know how to strategize for success. To relieve this conflict, the team members must be open to allowing each member to share their thoughts and ideas, and the team provides professional feedback. When each person is talking, other team members must focus on listening to what is being said and understanding where they are coming from and why they are posing the information. 
  2. Mistrust or uneven communication – Many teams have members who create an atmosphere of mistrust because they want the results to follow them. As a part of multiple teams, many members don’t communicate or consider the entire company but focus on what will work best for their assigned responsibilities. This creates a very contentious atmosphere and results in extreme conflict. For example, suppose someone dominates the conversation while others sit silent or appear to have dropped out. In that case, a team member might need to stop the process and ask each person what they need to accommodate their assigned responsibilities. This will reduce the frustration and eliminate the conflict.
  3. Personality clashes – When you don’t get along with a team member, it can make both of you very frustrated. And though you might wish for a personality transplant for your annoying coworker, that’s probably not going to happen. Personality clashes are the most reported problem in the workplace. Too often, these conflicts go unresolved because people concentrate on their personalities rather than focusing on the issues. When the clashes escalate, they create a TOXIC work environment. People influence each other’s behavior. We can’t control or change another person’s personality, but we certainly can control our own emotions and reactions. The clashes are between you and the other person, no one else. Consider what Lou Holtz’s humorous perspective is, “Don’t tell your problems to people! 80% don’t care, and the other 20% are glad you have them.”
  4. Power issues and personal agendas – I am KING and WILL DO what I WANT TO DO! A conflict that involves power issues or solid personal agendas must be deleted. The reality is that some members are not a right fit for the team, and leaders need to remove or offer them another role. This doesn’t happen often, but occasionally it will. The good news is the team usually jumps forward once it changes. 

“When your agenda becomes more important than the team’s desired outcome, team performance suffers, and each member will fail.” 

DENIS BAKER

Conflict can improve team performance when it is handled properly. The challenge for Team members is knowing how and when to intervene.

SO WHAT, NOW WHAT

When we have our leaky roof, we’re just hoping to restore things to normal. However, when we repair Team relationships, there is always an opportunity to build more trust and increase future performance.

Denis is an Executive Director for the John Maxwell Group and is a certified leadership coach, trainer, keynote speaker, and DISC Behaviorial Consultant. Denis is a senior safety professional and a strong, passionate influential person. He is committed to teaching and communicating practical and relevant influencing techniques.  His unique, passionate, and emotionally driven style resonates with many, creating a desire to become an effective leader. 

You can contact Denis at dbaker@leaderinfluence.net for information on coaching, leadership, team and culture training, DISC Behavioral consulting, or to be an inspirational speaker at your next event.

GOAL SETTING QUESTIONS DETERMINE THE PATH FORWARD

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“A goal without a plan and timeline is just a wish”

DENIS BAKER

We are finally coming to the end of one of the most challenging years of my life! I bet many of you would say the same. 

As I look into the many variable possibilities of 2021, I realize that setting achievable goals is a critical path to achieving success. Many of us feel as if we’re floating in our world, not knowing what will come next. Most of us are hard workers, but maybe we didn’t get where we wanted in 2020, and maybe our attitude has fallen to there is nothing worthwhile.

Regardless of the future, we need to continue our goal-setting activities; whether it is personal or professional, the ability to know where we want to go will give us the skill to pick the right road going in the right direction. However, the way we approach the process determines the outcome. The process of setting goals helps identify where you want to go. By knowing specifically what you want to achieve, you know where you have to concentrate your efforts. This will enable you to quickly identify distractions that can lead you off course.

To accomplish your goals, you need to know how to clearly write them. You can’t merely say, “I want,” and expect it to happen. Goal setting is a process that requires careful consideration of what you want, the hard to do and ends with the desired outcome. 

In recent years, I have added a phase to my goal-setting process. Not only do I identify what I want to achieve by year’s end, but I now ask questions to define the specific goal I want to achieve.

Here is my new questioning process;

Xwhere you are now, or your current reality
Ywhere do you want to go—what will be your finish line
WhenThe date you want to cross the finish line

EXAMPLES

Let me give you some example to clarify my statement;

When the National Aeronautical and Space Administration (NASA) was developed in the 1950s, the original goal was;

“Leading the World in Space Exploration.”

When John F. Kennedy became president in 1961, he changed NASA’s goal to: 

“Land a man on the Moon and return him safely to Earth before this decade is out.”

Let’s put the 1950s NASA goal through the test: “Leading the World in Space Exploration.”

Xwhere are you now, or your current reality?Unknown
Ywhere do you want to go? what will be your finish line?The word “leading” is somewhat vague.  Results undetermined.
WhenThe date you want to cross the finish line?Unknown, it doesn’t list any timeline

Now let’s run JFK’s revised goal through the test: “Land a man on the Moon and return him safely to Earth before this decade is out.”

Xwhere you are now, or your current realityEarth
Ywhere do you want to go—what will be your finish lineMoon—with a safe return to Earth. What will be your finish line? A successful launch, landing, and re-entry.
WhenThe date you want to cross the finish lineDecember 31, 1969.

 Looking at these two tests, which one would answer the questions below?

  1. In which decade would you have wanted to work for NASA? The 50s or the 60s?
  2. In which decade was the goal crystal clear? The 50s or the 60s?

If you focus on JFK’s revised goal, I think you know the right answers.

Let’s look at a more realistic example.

ORIGINAL GOAL – “Improve the onboarding process for new hires.”

Xwhere you are now, or your current realityUnknown
Ywhere do you want to go—what will be your finish lineTo improve the process. Results undetermined.
WhenThe date you want to cross the finish lineUnknown, it doesn’t list any timeline

REVISED GOAL – “Reduce onboarding time for new hires by 50 percent in quarter two by establishing a detailed onboarding process with at least five training courses and three shadowing opportunities with experienced team members.”

Xwhere you are now, or your current realityLong onboarding process
Ywhere do you want to go—what will be your finish lineReduce the time by 50%.  New hire onboarding process that includes 5 courses and three shadowing opportunities with an experienced employee
WhenThe date you want to cross the finish lineBy the end of the 2nd quarter

Both of these examples provide clear outcomes of asking the right questions to determine the clarity of each goal. 

SO WHAT, NOW WHAT

When we have clearly defined goals with expected outcomes and achievement dates, we set the path forward down the chosen road to achieving our vision and desires for the new year.

If you aim for nothing, you’ll hit it everytime.”

UNKNOWN

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ENDURING THE HARD TIMES

/ Denis Baker / Leave a comment

Thank God for the tough times. They are the reason you are there – to be the leader. If everything were going well, the people wouldn’t need you.”

JOHN MAXWELL

Last week was exhausting. I didn’t say it was terrible, but it was difficult. You know when you have one of those weeks where you get knocked down, get back up, only to be knocked down again? Well, that was me last week.

Being a Health and Safety Professional during the COVID-19 crisis is pushing every button and pulling every last string I have. Every day consist of multiple virtual conversations, meetings, and phone calls. Last week I made decisions that were contradicted; I issued a process that had many grammatical errors. And I gave people advice that was off from our company position. But one thing I can admit, is through my ability to endure and be patient, I was able to overcome my difficult week.

But on a practical level, where did I build the endurance and patience I needed to get through last week? As a leader, I look to grow my leadership capability in many ways, whether reading books, taking on challenges, creating leadership classes, or merely writing my blog. However, I base my leadership foundation on the Word of God. With this knowledge base, I can persevere through difficult challenges and difficult times.

Last week brought me to consider this bible verse. Colossians 1:11: 

11 being strengthened with all power according to his glorious might so that you may have high endurance and patience,….

This verse gave me the answer I needed to get through last week: God’s power produces endurance and patience within us. 

What I found is endurance and patience will empower leaders:

WHEN CONFLICT ARISES

WHEN DIFFICULTY ARISES

WHEN CHALLENGES BECOME IMPOSSIBLE

WHEN A CRISIS OR TRAGEDY STRIKES

WHEN THE TEAM LOSES HOPE

A weak or passive leader would fail in everyone one of these situations. During difficult times, people want leaders who can endure the worse conditions and who patiently employ faith and grit.

“If you are afraid to fail, you will never do the things you are capable of doing.“

JOHN WOODEN

We are in a time where many friends, families, and colleagues are dealing with difficulties beyond measure. As leaders, we need to step up and encouraging them to endure patiently.

Will next week be better? I don’t know, but I am going to continue to patiently endure through what ever happens. By doing this, I will increase my influence and become a more effective leader creating a higher morale with those I lead. YOU CAN DO THE SAME.

You can contact Denis at dbaker@leaderinfluence.net for information on coaching, leadership, team and culture training, DISC Behavioral consulting, or to be an inspirational speaker at your next event.

CREATING A STRONG AND SUCCESSFUL T.E.A.M.

/ Denis Baker / Leave a comment

“One is too small of a number to achieve greatness.”

John C. Maxwell

Teams are essential in every aspect of life. Whether you’re working on a deadline, organizing a community project, or coordinating schedules, everyone must be willing to work as a team. Teams allow us to work towards accomplishing our desired goals, objectives or tasks. Everyone is part of a team. If you are married, you are part of a team with your spouse.

If you are employed, you are part of a team with your colleagues. If you give your time to a church or organization, you are part of a team of volunteers. Being a part of a team in some capacity is inevitable. We celebrate great human achievement and often view a single person as the hero of a great accomplishment. However, if you look below the surface, you will see that most solo acts are team efforts. 

As an Executive Director with the John Maxwell Team, working with various teams is a big part of my business. My basic knowledge and ideas come from leadership expert and author, John C. Maxwell. This article will provide the path for you and your team to understand how to build a strong team and how successful collaborations works.

Successful companies need strong TEAMs! Without a strong team, you may accomplish little, but you won’t accomplish anything significant. So what makes a strong team? 

T – TRUST

“A team is not a group of people who work together. A team is a group of people who trust each other.

Simon Sinek

You can’t build a team without trust. Trust is the emotional glue that binds a team together. If you don’t trust someone, you don’t have confidence in that person. Without confidence, you can’t achieve anything of value.

What builds trust?

  • Consistency. People must learn to trust you. The more the team spends time together, the more trust they will develop.
  • Loyalty. I believe that loyalty to your team is critical. I will publicly defend my team members before I even know what the issue is. Loyalty builds trust.

You’ll know when your team significant to trust each other because you’ll see them delegate to other team members.

E – ENERGY

“You give life to what you give energy to.” –

Unknown

You and your teams are doing work with goals and objectives that will ultimately achieve the vision. That’s why I encourage you to have what I call “relaxed concern.” In other words, while you need to recognize that success and failure hang in the balance for many teams, no one should be tightly wound all the time.

You must understand that teams work hard, the energy is high, and the results are impressive. However, if you don’t manage the activities and provides the necessary resources, you’ll burn the teams out quickly. I have seen this happen in many companies, churches, and organizations.

People give their best effort, and it continues for long periods and many roadblocks and walls. Their problem isn’t that they’re not dedicated enough, but instead they don’t kknow when to relax.

A – APPRECIATION

Dear Team, You are all amazing; keep up the great work!” 

Unknown

Appreciation means to raise in value. It’s the opposite of depreciation. If you’ve ever bought a new car, you know it depreciates the moment you drive it off the car lot—it goes down in value.

Appreciation means you raise the value of something. When you show appreciation for a spouse or a child, you’re increasing their value. The same is true for your workforce or volunteers. The more appreciation you express, the more you’ll improve the value of their efforts.

How do you do that?

  • Affirm their efforts. Make a point to notice and recognize publicly what your TEAMS are doing well.
  • Affirm their loyalty. Let your team know that you appreciate the time and effort spent on the projects or activities. 
  • Affirm their uniqueness. Every team member is different. Let them know you see those differences as strengths that help your teams work effectively.
  • Affirm their ideas. Your teams will be as creative as you allow them to be. Let them know you appreciate all ideas so they will continue to share them.

M – MISTAKES

“Your best teacher is your last mistake.”

Denis Baker

Mistakes are useful—they teach us what doesn’t work. Any creative team will make mistakes. If there are never any mistakes, is the team being creative?

SUMMARIZE

Teams are a way of life; we can’t survive without teams. To excel in life and our profession, we need to be a good team member and leader. By building strong teams, we can create success. Let’s soak up all the qualities and skills of each team member to create the most energetic team possible!

6 Ways To Add Value To Your Team

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Business team shwoing thumbs upI don’t think there is ever an instance where one person is the team, or where one person is responsible for the success or failure of the team. Whether at work or within the family, I believe it always involves a team effort.

As I continue my leadership journey, identifying areas of improvement within myself and when coaching leaders, I am convinced success is always a team effort. Sure, there is always someone who leads the way, but I believe they are supported by the team who is like-minded and supportive of their ideas and efforts.

Experiencing what it really means to add value to a group, I have identified 6 ways to increase the value as a team member.

Here they are:

  1.  SUPPORT THE VISION – Support the vision and direction of the team leader or team itself.  You must be honest with your thoughts and ideas, but in the end be a verbal proponent of the team and the direction the team wants to head.
  2. RESPECT OTHERS – You must comply with the ideas and or concerns of others. Never just dismiss what others have to say or the direction they believe in.  But rather, listen to what they have to say and consider the overall impact it has on the team goal.
  3. BE PREPARED TO GO ABOVE AND BEYOND – Teams need members that are willing to go above and beyond.   You might have to do more, take more and work more.  Be prepared to give it your all to the success of the team.  Be a better planner.  Be a better goal and objective setter and by all means be prepared to hold yourself accountable!
  4. BE THE EXPERT – Great team members are informed by team members.  The best performing team is the most knowledgeable team.  What is our objective?  What do we want to accomplish? What is my role?  Remember, information is knowledge.  The more knowledgeable the Team is, the more likely they are to be successful.
  5. CELEBRATE SUCCESS – Most do not do this well. How often have you achieved a goal and there was no fanfare? No celebration?  It almost seemed success was expected.  Maybe so, however, I believe celebrating your successes (regardless of how small) is the key to future encouragement.  Honestly, don’t be afraid to tell others how much you appreciate their effort and help to accomplish the team’s goals and objectives.
  6. BE A GO TO PERSON –  People appreciate those they can go and talk to.  Individuals who can simply listen and those who convey confidence and support and who are viewed as discrete and trustworthy?  A person that you can bounce off ideas and concerns and know they will simply be heard.

Consider these when working with a team. Only small visions can be achieved without a team. However, one can achieve endless visions with active teams!

Creative Business Team Stacking Hands In Huddle