How Much Is A Music Licence For A Small Business How To Build Effective Team Work

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How To Build Effective Team Work

Does your work team have a published team code of conduct? If you don’t, it might explain why your work team acts more like the crew from Animal House than your dream team coming together and crossing the finish line to the music of Chariots of Fire.

You shake your head and wonder, “Why can’t we all be together and work together?” “Why do I feel like I’m mediating and babysitting verses that promote a self-directed group of business professionals?”

Management is often quick to spot minor procedural and operational rule violations in their business units, while the “workplace bully” roams free and terrorizes both managers and co-workers by miscommunication. Cost: Far outweighs any operational disruption in lost productivity and good employees with cancer “Negative workplace”.

The answer may be rule book or its absence.

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 attitude, because each of us is entitled to our own attitude.

What is critical is to follow what I call CSI formula: No, don’t bring in your rotten co-workers for an autopsy, although some will assure you that you are sucking the life out of your organization, but follow through and prove evidence of “unacceptable team behavior.”

However, a problem encountered in business organizations is that there are often no published rules of the road for team behavior and communication. All work teams need these rules, even family teams. Imagine if every couple and every family had a set of rules for how we handle family conflict and we followed them.

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

Below is a small selection of rules from various self-directed work teams—don’t copy them, but use them as a springboard to create your own team rulebook. Remember, no rules; Expect flagrant fouls, zero enforcement and a lack of team synergy.

Sample teamwork rules:

1. We are solution-oriented, not problem-oriented. When identifying any problem, we always offer at least 1 solution.

2. We strive to make all our clients and team members feel “trusted, important, special and satisfied” through respectful verbal and non-verbal communication.

3. We resolve any workplace conflict within 24 hours or it never happened.

4. We look for the good in other people, recognizing that if we don’t, we’ll never meet any good people.

5. We refrain from destructive intra-office gossip that we realize has a negative impact on our team.

6. We enjoy working together and celebrate our achievements.

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

PS – Leadership License:

Just as there are rules for team behavior, I’m in favor of taking a “driver’s road test for new managers and supervisors” on the basics of business leadership before leading other people: I bet we might have a few. Who needs to retake this test, but in the long run, we might have fewer accidents for our employees! All new managers (and some not so new ones) should be sent to a course or workshop on how to manage others. The question is, would you put your 16-year-old behind the driver’s seat without training, instruction, simulation, and the rules of the road? So why do it with your business? Insist on a license to lead.

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