Team and Culture!

How many of us have experienced this? The teacher says," You can ask me any number of questions, any number of times, I am here to answer", then one kid meekly asks a question or asks to repeat something, the same teacher may retort," How many times have I told you to pay attention? where was your focus? You always....."

I heard a HR manager lament, " We have always reached out to the team to approach us with any issues, and seek support. How many ever times we repeat this, we don't see people opening up!"

How to address this? By not opening up, asking or expressing, how is the individual's and team's performance getting affected? What can be done?

What if the Teacher there understood that by encouraging dialogue and discussion in the classroom, they are stimulating #Curiosity in the children. What if a manager acts as a Leader and Leads by example by inculcating #Open communication as a #Culture in the team and spread the same in the organization?!

Going back to basics, what really stops anyone from expressing themselves? Whether it is an idea/opinion/ feeling/emotion/doubt/ apprehension/ anything at all. Fear? Embarrassment? Hesitation? Insecurity? Self-doubt? Diffidence? Different reasons in different situations, perhaps! If these are what are invested at work, surely the ROI will be drop in individual and team performance, unresolved team conflicts, complete lack of trust within the team and their leaders, and the most dangerous part is, it is not easy to trace back the reasons to figure the how and why! Disengaged team members can't be expected to build a great organization.

So HOW to build teams where #Trust builds from open communication?

1. Individual aspirations: A leader should recognize that each individual looks at their personal growth too, apart from contributing to the team. While team goals may be common, learning needs may be different. When an individual's strengths are identified and utilized, it eventually builds a strong cohesive team.
2. Meaning and Purpose: Work has purpose beyond work itself. As it has inherent purpose, work also has associated purpose in the way it enables one. Hence, the individual must be able to experience the meaning for the work that they put in.
3. Big picture thinking: It is important for a leader to help the team see where their work fits into the larger whole and the value they bring in to their organization and to the final user through their contribution.
4. Autonomy and Trust: Appropriate autonomy and suitable guidance communicates to the team members that they are trusted for their capabilities and commitment.
5. Safety: Unless people feel safe to express and explore, creativity does not manifest itself in its fullest form. Insecurity kills the zeal of people and energies are wasted in guarding themselves and their positions.
6. Inclusivity: Goal setting can be done with a discussion and contribution of the team members, hence everybody feels responsible and accountable for their work and for each other too.
7. Impact and Progress: When the members are kept informed of the impact of their contribution; Who doesn't like being valued and recognized for their capabilities?!
8. Connection: A sense of belonging; 'One for all and all for one' Culture! Connection is “we” rather than “I” or “they”, the pride that one identifies with by being a part of the team and the organization; the feeling of belonging to a community by being a part of the organization, the feeling of being engaged in something that's bigger than any one person.

This is not an exhaustive list. Each leader should identify what is the most important factor that works for their people and the culture that they wish to see flourishing for people to be themselves and live their work lives with fulfilment than as just a means to meet their ends!