FIX THE TEAM OR FIND A NEW ONE?

I think most teams are mediocre, some are great, and a few are elite.

Most teams are mediocre for several reasons.? These include questionable hiring processes, poorly skilled managers, broken or non-existent performance management processes, and toxic cultures (e.g., tolerance of bullies, anti-employee policies, etc.). ?It’s hard to nail one thing, but these are prominent usual suspects.? About half of teams are mediocre.

Great teams have most of the issues noted above worked out.? The organization has been thoughtful in how they hire and promote, train managers, structure policies, and so on.? And – they have one of these in addition:? great relationships/chemistry or shared passion.? With great relationships they will push to help each other even if there is no burning passion for the work.? Passion works in a similar way.? With passion comes purpose, which compels people to work through difficult relationships to succeed.? About thirty percent of teams are great.

With both relationships and passion, a team can be elite.? This is the elusive high performing team.? No team is highly functioning all the time, but the ones who show fairly common flashes of brilliance know each other, respect each other, care for each other, support and help each other, and love the thing they are all chasing.? They do not perceive major policy, resource, or personnel issues blocking their progress.? About twenty percent of teams are elite.

It’s a much longer conversation to figure out why organizations can’t at least move the typical team from mediocre to great.? There are many factors that influence this issue.? Instead of asking you to think through these systemic issues, let’s keep this personal and focused. ?Think about your team (whether you are the supervisor or not).? Think about the loose definitions of teams noted above.? Is your team mediocre, great, or elite??

Here is the tough part.? If your current team is not elite and you aspire to someday be part of an elite team, what is your best strategy:? improve the team you’re on or leave and find a better team in this organization or in a new organization?? There are pros and cons to both options because making change is never easy.

If you stay, you must take risks in the form of tough conversations, likely across levels of the organization.? Ask any experienced change-maker and they’ll tell you – you’re going to take a lot of punches.? If you leave, you avoid a lot of hard work and personal risk, but is it worth it?? One unexpected consequence is that you’ve failed to develop change-related skills that you definitely need to eventually be considered for upper management roles.? Stated differently, you’re not really proven until you’ve fought a few battles and won.?

Here's my take.? Assuming your current situation is not a complete sinking ship utterly destined to ruin your career, the best answer (and there is no perfect answer) is to work on making change where you are for a year or two before considering an exit.? Learn to have the tough conversations and how to make the tough decisions.? Learn how to pitch ideas, build consensus, and manage change.? ?Try to at least build up a few small wins with your current team before you leave.? Build bridges, bury grudges, scratch backs – do whatever is needed without compromising your values.

Then, if your genuine efforts to create change in your current team fail, look elsewhere – but do it with grace.? Don’t burn bridges during your exit since you never know when and how you will again work with your former colleagues.? Work hard to ensure you leave on good terms.? Also, make sure your choice for a new professional home is not driven mostly by money, but by evidence that the new team and organization are more open to change and innovation.?

Use good questions and keen observations to determine if the team you’re joining is great or elite.? If you judge it to be elite, congratulations.? If you judge it to be great, be sure you see strong indicators they want to continue pushing and growing.? Then you can talk about money.? If you feel the team is suspect, don’t accept the nice raise.? Stay put and keep working on your current role.? At least your resume is getting better and better. ?

The right new opportunity will eventually come your way.? Or, who knows, maybe you’ll finally light the fire for change within your current team. ??Change can be difficult, but what’s your alternative?? Wait for others to make needed change?

What’s up with Dr. D?

I’ve received some good feedback about my book idea using the three hand signs (peace sign, rock-and-roll sign, and the middle finger sign).? A few people think I’m crazy, but I’m used to that.? Bummer alert:? I lost a speaking gig that I thought was a sure thing the other day.? The event manager and that person’s supervisor were locked in on me delivering a keynote.? The supervisor’s boss, the CEO, chose another option.? I can’t be positive, but I’m pretty sure the CEO did not like how I look and the raw nature of my messages.? I don’t look “corporate.”? This happens to me at least once or twice each year.? Yes, there can be a price for authenticity.? Fine.? I like being me.? How are you feeling about you?? Also check out this cool review from a Monsters reader:? https://tinyurl.com/bdhbj6e7. ?Finally, please allow me to help you and your team start a new next-level conversation.? Go here, scroll a bit, and pick a quote:?https://tinyurl.com/4n586znk.? Ask the team if they agree or not.? Ask them to explain why they feel the way they feel.? Buckle up – it’s going to be a good conversation!

Until next time – go learn something, maybe help someone, or at least do something interesting!

My courses:? https://www.dhirubhai.net/learning/instructors/todd-dewett

My books:? https://tinyurl.com/yvwuvmaw

Me on stage:? https://bit.ly/3EfcDSb

Book me:? https://bit.ly/3WHeRB0?

All of my links:? https://linktr.ee/drdewett.