The Myth Of A High-Functioning Team

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The Myth Of A High-Functioning Team

In forty years of doing this work, I have never come across a dysfunctional team. Every team has elements of disfunction and elements of health and falls somewhere on that spectrum. There is no formula. No template.

I have seen teams that are achieving incredible results that would fail dismally in terms of measuring up to what experts would describe as a “high functioning team.” And I’ve seen teams that can check off all the “High Functioning Teams” boxes but are still failing miserably.

This can also be said for leaders and individuals. There’s no blueprint. From our research and observation, however, six actions will support the health of any team:

  1. Know your why. And make sure everyone is clear, inspired and aligned with that purpose. A clear purpose leads to clarity about how much trust, engagement, and accountability you require.
  2. Connect contribution to purpose. Every team member needs to know that they made a meaningful contribution.
  3. Get the right people on the bus. You can’t train for character or chemistry. You can’t make a good hockey team out of a bunch of tennis players.
  4. Get clear about what you expect from each other. Ambiguity leads to mediocrity. Be sure to include, in the expectations, how you can best support each other.
  5. Turn expectations into agreements. Hold each other accountable for delivering on the promises you make to each other and to the people you serve.
  6. Stay self-aware. Be open for feedback. Keep learning. A team that learns together stays together – or at least stays engaged.

If you are interested to learn more about building a healthy culture, join us for this month’s complimentary webinar: https://lnkd.in/d37Prt4a

 

Signs of burnout: How to recognize and evaluate what to keep doing and what to let go of.

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Signs of burnout: How to recognize and evaluate what to keep doing and what to let go of.

From personal experience, I know that burnout is real. It is not to be dismissed.

Here are some signs:

  1. Lack of enthusiasm and vitality
  2. Difficulty getting up in the morning and falling asleep at night.
  3. Speaking in a monotone.
  4. Feeling bored and listless.
  5. Feeling alienated from your family, co-workers, and friends
  6. Feeling hungry but lack an appetite.
  7. Becoming depressed (the line between burnout and depression is very thin).

If you notice some of these symptoms, here’s a suggested strategy to start a recovery path:

  1. Be honest with yourself. Most people cross the line into burnout at some point in their life.
  2. Have a heart-to-heart conversation with people who depend on you. Ask them what absolutely needs to stay on your plate and what you can let go of.
  3. Get clear and ask for the support you need.
  4. Take an Energy Inventory. Assess what activities, in the last week, gave you energy and which depleted you. Ask yourself if your tiredness is “bad” tired or “good” tired. Remember: Burnout is not about hard work; it’s about heartache.
  5. Delegate everything possible that you hate doing to someone who would love doing it.
  6. Accept that guilt is inevitable for conscientious, accountable people. Just don’t put guilt in the driver’s seat. Walk through with grace.

Four things to remember when leadership feels hard.

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Four things to remember when leadership feels hard.

Leading – whether in your family, your team, community, or company – is like life: it’s hard at times.

When you decide to step up and stand for something, you open yourself up to be attacked, dismissed, criticized, silenced, and sometimes even assassinated. It is not uncommon to bear the scars from your efforts.

Leaders represent change, and with change comes loss, fear, confusion, and anger. And those brave enough to go against the crowd risk backlash. Change can make people cruel: empathy, compassion, and grace are often sacrificed when craving order. Irresponsible scapegoating of the authority figure is certainly unfair, but it comes with the territory.

Leaders are also always letting someone down. Somebody’s bound to be disappointed in decisions that are made, and stepping into leadership means shouldering the agony and aspirations of a community.

So… when leadership feels hard, here’s a few things to remember:

  1. Remember that hard comes with leadership. If it wasn’t hard, everyone would be leading. Once you understand and accept that leadership is hard, then it is no longer hard, because it no longer matters. You are on a more important mission than being comfortable.
  2. Ask yourself, “Is this a good hard or a bad hard?” Good hard means you are pursuing a worthy cause and accepting that obstacles are a predictable prerequisite. Good hard means your heart is open and you feel the pain of the people you serve. Bad hard means you have lost contact with yourself, others, and the vision.
  3. Preserve a sense of purpose. When you cannot find the inspiration and when discouragement and despair emerge (that only later are recognized as seeds of creativity) you just have to keep walking. It doesn’t have to be fast or spectaluar, but just keep stumbling forward toward the cause that you believe in.
  4. Find a life practice. To sustain your energy, every leader requires a daily practice – a habit that connects with and taps into the power of the life force that runs through us. A life practice is anything that you do over an extended period of time that consistently and reliably deepens the connection to your experience and expression of being alive.

What do you keep in mind when leadership feels hard?

Making Authenticity Real – A Leadership Checklist

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A lot of research ( e.g. Harvard Business Review and Leadership & Organization Development Journal) shows that employees’ perception of authentic leadership is the strongest predictor of job satisfaction and can have a positive impact on work-related attitudes. Most employees believe authenticity in the workplace leads to better relationships with colleagues, higher levels of trust, greater productivity, and a more positive working environment. Much of the research contains detailed definitions and lists of attributes of authentic leaders, but how do you really know if you are leading authentically?

Here is a leadership checklist to test if you are leading authentically.

  1. Are you committed enough about your leadership to ask these questions? If you are interested in asking and reflecting on these questions, you are already on the authentic journey. Authenticity isn’t a destination; it’s an inquiring and honest method of travel.
  2. Do you care? Do you care about the people around you and what matters to them? Do you care about your work? Do you care about your own growth? Do you care enough about your team to help them find their gifts? And do you care enough to put the success of the team ahead of your own career advancement?
  3. Are you open to feedback? Are you open to know how your behavior impacts those around you? To learn about your blind spots and become more self-aware? Are you committed to learn to be graceful in receiving criticism? Are you willing to get past defending yourself and pretending you have it all together?
  4. Are you honest? We understand the importance of not stealing from your organization or lying to your employees. But there is another kind of honesty: self-honesty – accepting that you aren’t perfect. Honesty is understanding your strengths and weaknesses and ensuring people on your team are needed and valued by helping to fill the gaps.
  5. Do you keep your promises? Authentic people are accountable. We call people who think they are authentic but who can’t be counted on flakes. Flakes can’t be trusted. So don’t be a flake. Earn trust by being trustworthy.
  6. Do you enjoy your life? Do you enjoy waking up in the morning and coming to work – at least most days? One way to measure good leadership is that good leaders enjoy themselves. Authenticity means you’re living a life that belongs to you, which means you’re enjoying it. And if you are enjoying it, there’s a good chance people around you are enjoying working with you and finding some fulfillment in their work.

What drives your life? A Phone or a Compass?

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It’s been said that the average person will spend up to five years of their life looking at their phone. To me, the phone represents the mountain of success we are climbing. It’s about being driven by the world’s expectations. It’s about appointments, schedules, goals, productivity, and achievements. It’s about comparing ourselves to others, developing a reputation, impression management, keeping score, and measuring up. It’s about defining ourselves by how the world defines us.

And then something unexpected happens to knock us off the mountain. We fall into the valley: a cancer scare, a struggle with addiction, the loss of a loved one, a pandemic, a bankruptcy, a divorce, some life-altering tragedy that was not part of the well-laid-out plan. You suddenly find yourself in a dark trench without the cell service of what the world expects from us. No device can take us out of this kind of terrain. It takes, instead, a surrendering to the great difficulty, allowing the pain, confusion, uncertainty, fear, and insecurity to break us open, so that a stronger, wiser, kinder, and more real person can emerge.

In this unknown territory of darkness, instead of a device, we reach for a compass, an inner guide that initiates a life journey guided by values, purpose, contribution, service, and meaning.

I know the authentic journey is not this clear cut and delineated. It’s more messy. But it’s worth pausing and asking where we are on our path to success and meaning.

What are you focused on? What is driving your life? While being driven by what the world expects and measuring up to the standards of the culture is a necessary stage, the authentic journey (what I call in my book by the same title, The Other Everest) asks us to deepen our lives, to find an inner guide beyond what a device can offer us.

Success, after all, isn’t just about height; it’s also about depth.

What is your development plan for 2023?

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As you map out your personal and leadership development plan for the coming year, it’s important to understand the difference between horizontal growth and vertical growth, between learning about leadership and true leadership development.

We live in a world of horizontal growth, a world filled with sixty second sound bites, 300-word posts (case in point), five-minute YouTube videos, twenty-minute TED talks, and audio books we listen to on the way to the office. These can be inspiring and insightful as we move “horizontally” from one insight to the next.

However, vertical growth – true leadership development – is different. Vertical growth comes from digging deeply into the layers of our character and getting to the core of who we are as a person. Vertical growth is ongoing, deep, and results in sustained self-awareness. Our culture isn’t used to digging deeply. When things get uncomfortable, we move to the next headline, the next fad, the next shiny object, or the next perspective to reinforce our viewpoint. Don’t mistake listening to an inspiring podcast with doing the deep work. Both have value and both are necessary on your authentic journey. But they are different.

You might have a plan for books to read, podcasts to listen to, or YouTube channels to subscribe to, but what will be your plan for vertical growth this year?

If you are committed to deeper vertical growth this year, check out our SAGE Forums: https://davidirvine.com/sage-forums/