In my previous post on teams I discussed the "one another" principles as OCBs. As I said in that post, these provide oil that lubricates the machinery of our teams and eliminates friction. We need to be diligent in our practice those "one anothers."
I have been involved in small groups and various kinds of teams - in the work place, at church, and in sports - and there seems to be a constant in each of these. There is always at least one person in the group that taxes the team. I call these people "EGRs" - Extra Grace Required.
That's not necessarily a bad thing, but if they are allowed to dominate, the effectiveness of the team will be greatly diminished.
Often the need to have a direct (in private) discussion about their behavior and its impact on the team. For many EGRs this is an eye-opener and the feedback relates to things that were truly in their blindspot. In my experience, this works in the majority of cases.
At the extreme, sometimes (very rarely and always as a last resort) the EGRs may have to be removed from the team.
How do you handle EGRs?
Have you ever been an EGR?
Thursday, March 22, 2012
Monday, March 19, 2012
WD40 for Teams
By now y'all know that my favorite singer/songwriter is Guy Clark. There's a line in one of his songs that struck me as I was thinking about this unit on teams:
"Everybody's got some baggage; she knows how to travel light."
When we consider teams in organizations we need to realize that we all bring our individual differences (personality traits, motive patterns, affect, needs) and interpersonal styles to our teams. All of that stuff (baggage) comes into play in the team context.
We also have different skill sets and abilities and we need to appreciate the differences. Rather than allowing differences to divide us, we need to seek to find ways that all of these differences can complement and complete us - both individually and as a team.
Recently we have been discussing the topics of organizational citizenship behavior (OCB) and forgiveness in my Organizational Behavior graduate class. These are so important. OCBs are the extra-role behaviors that can provide "oil" in a team to reduce the friction. And of course, forgiving is huge.
When I think of OCBs I am reminded of what I call the "one another principles." These appear throughout the writings of the apostle Paul in the New Testament. Here's a sampling:
Love one another
Bear with one another
Bear one another's burdens
Encourage one another
Forgive one another
Pray for one another
Honor one another
In the original language (Greek), there are two words for "other." One is an other of a different kind (heteros). But the word used in these phrases is different. It is allos - another of the same kind.
Applying that to our discussion of teams means that we are on the same team - we are others of the same kind.
OCBs and One Another Principles can act like WD40 for our teams. Like WD40, these can reduce the friction, and eliminate the squeaks that occur when we rub up against one another in our teams.
"Everybody's got some baggage; she knows how to travel light."
When we consider teams in organizations we need to realize that we all bring our individual differences (personality traits, motive patterns, affect, needs) and interpersonal styles to our teams. All of that stuff (baggage) comes into play in the team context.
We also have different skill sets and abilities and we need to appreciate the differences. Rather than allowing differences to divide us, we need to seek to find ways that all of these differences can complement and complete us - both individually and as a team.
Recently we have been discussing the topics of organizational citizenship behavior (OCB) and forgiveness in my Organizational Behavior graduate class. These are so important. OCBs are the extra-role behaviors that can provide "oil" in a team to reduce the friction. And of course, forgiving is huge.
When I think of OCBs I am reminded of what I call the "one another principles." These appear throughout the writings of the apostle Paul in the New Testament. Here's a sampling:
Love one another
Bear with one another
Bear one another's burdens
Encourage one another
Forgive one another
Pray for one another
Honor one another
In the original language (Greek), there are two words for "other." One is an other of a different kind (heteros). But the word used in these phrases is different. It is allos - another of the same kind.
Applying that to our discussion of teams means that we are on the same team - we are others of the same kind.
OCBs and One Another Principles can act like WD40 for our teams. Like WD40, these can reduce the friction, and eliminate the squeaks that occur when we rub up against one another in our teams.
Wednesday, March 7, 2012
Changing My Script - Part 2
In my last post I described the script changes required of me when I decided to join a new gym. That decision should have been made a while back. The conditions prompting the decision have been present for quite a while.
Why did I wait so long?
Perhaps I had some form of commitment to the old gym ...
Organizational behaviorists talk about different kinds of commitment to an organization. The first is normative commitment. This refers to a deeply internalized set of values. People who have normative commitment stay because they feel that they “ought to.”
The second kind of commitment is affective commitment. This is staying because you believe in the organization’s mission and values. You feel you have an opportunity to contribute to something bigger than your self. You are staying because you “want to.”
The third kind of commitment is called continuance commitment. This is staying because “I can’t afford to leave.” It may take the form of “I don’t have another place to go,” or “I have too much invested here,” or “I wouldn’t get the same level of compensation (pay, recognition, title) someplace else.”
Or, it may be because you would have to give up your comfort to change.
Hopefully you realize that affective commitment is the “higher level” of commitment.
But, I wonder how many of us are staying put because of continuance commitment?
Perhaps it’s time to allow yourself the discomfort of changing your script and finding the place where you can commit because you want to!
Why did I wait so long?
Perhaps I had some form of commitment to the old gym ...
Organizational behaviorists talk about different kinds of commitment to an organization. The first is normative commitment. This refers to a deeply internalized set of values. People who have normative commitment stay because they feel that they “ought to.”
The second kind of commitment is affective commitment. This is staying because you believe in the organization’s mission and values. You feel you have an opportunity to contribute to something bigger than your self. You are staying because you “want to.”
The third kind of commitment is called continuance commitment. This is staying because “I can’t afford to leave.” It may take the form of “I don’t have another place to go,” or “I have too much invested here,” or “I wouldn’t get the same level of compensation (pay, recognition, title) someplace else.”
Or, it may be because you would have to give up your comfort to change.
Hopefully you realize that affective commitment is the “higher level” of commitment.
But, I wonder how many of us are staying put because of continuance commitment?
Perhaps it’s time to allow yourself the discomfort of changing your script and finding the place where you can commit because you want to!
Sunday, March 4, 2012
Changing My Script - Part 1
… and allowing myself the discomfort.
I made a decision to change something this week, and as with most changes it has created some discomfort.
For the last 12 years I have maintained – and actually used – a membership at the same fitness center. However, over the last couple of years the gym has become “old” – there have been no equipment upgrades and much of the existing equipment breaks frequently and the repairs have not been timely.
So I joined a new gym.
And this is requiring multiple script changes. First, the new gym is in a different area. So, the “driving to the gym” script will have to change. There are multiple routes to and from the new place. I have only been 3 times so far, so a new “driving to the gym” script has not been developed.
The “workout script” will also have to change. New machines, new layout. The familiar is gone. It will take a while to get comfortable here.
As I contemplated this decision this week, I realized that a major script change would be required and I almost didn’t do the deal. It would have been much easier – and comfortable – to stay with the old gym, even in decline.
But, I decided to allow myself the discomfort.
As I contemplate all of this, I wonder if people stay in the same job, or go to the same gym, or continue to attend the same church for similar reasons. The thrill of a challenge is gone, needs aren’t being met: yet, it’s comfortable. I know what to expect here and I know what is expected of me.
And besides, change creates discomfort.
Are you willing to allow yourself the discomfort?
I made a decision to change something this week, and as with most changes it has created some discomfort.
For the last 12 years I have maintained – and actually used – a membership at the same fitness center. However, over the last couple of years the gym has become “old” – there have been no equipment upgrades and much of the existing equipment breaks frequently and the repairs have not been timely.
So I joined a new gym.
And this is requiring multiple script changes. First, the new gym is in a different area. So, the “driving to the gym” script will have to change. There are multiple routes to and from the new place. I have only been 3 times so far, so a new “driving to the gym” script has not been developed.
The “workout script” will also have to change. New machines, new layout. The familiar is gone. It will take a while to get comfortable here.
As I contemplated this decision this week, I realized that a major script change would be required and I almost didn’t do the deal. It would have been much easier – and comfortable – to stay with the old gym, even in decline.
But, I decided to allow myself the discomfort.
As I contemplate all of this, I wonder if people stay in the same job, or go to the same gym, or continue to attend the same church for similar reasons. The thrill of a challenge is gone, needs aren’t being met: yet, it’s comfortable. I know what to expect here and I know what is expected of me.
And besides, change creates discomfort.
Are you willing to allow yourself the discomfort?
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