Three Sources of Conflict

In my experience working with organisations there are three factors behind most organisational conflicts:

1. Differences in behaviour and communication styles

2. Differences in priorities and values

3. Workplace conditions, including poor communications from leaders

Some personalities just seem to clash. It's important to determine why two people rub each other the wrong way. Do they have opposing behavioural styles?

For example, an extrovert who is open and expressive could view an introvert as hard to read and perhaps untrustworthy. Likewise, a time-conscious, highly organised employee may harshly judge a spontaneous colleague. Someone who is highly analytical and precise might view an intuitive person as impulsive and flaky.

Teaching team members to understand basic human differences can help them overcome tendencies to judge and make assumptions. They can learn to accept coworkers’ differences. Consider using any of the commonly accepted assessment tools, such as PRISM or Belbin.

Workshops provide another option. An extrovert can learn to ask questions to draw out an introvert. The highly organized team member can learn to set more realistic deadlines.

Understanding personality differences can help prevent clashes and conflicts before they become ongoing problems.

I offer several options for learning about personalities in the workplace to help deal with differences and conflicts.

Expectations and Assumptions

People have different needs, values, beliefs, assumptions and cultural frameworks. Our expectations are fed by past experiences. If you erroneously assume that others are essentially mirror images, your lack of clarity can create strife.

Leaders and teams must explore others’ expectations, assumptions, underlying values and priorities. This can be accomplished in group or individual sessions, led by a manager or coach.

When there is an elevated degree of conflict, it's wise to retain a professional who is trained in interpersonal skills and mediation.

Behind every complaint is an underlying value that goes unsatisfied. Asking questions like “What’s really important here?” often allows people to uncover competing values and priorities. You will facilitate more authentic conversations when you ask the right questions.

What do you think about these ideas? What do you see as a major source of conflict in your organisation?

7 Things to Consider to Ensure your #TeamBuilding Event Hits the Spot

Are you planning a TeamBuilding event? If you are here are some of the things you need to think about.

 

1.       What do you want to achieve? When arranging an event it is important to ensure that you are clear about your aims and objectives for the event. Is it an event where you want the team to get to know each other better and have some fun? Is that your sole objective? Or do you want something more? If it is something more what are the desired outcomes you have for the event?  And how are you going to measure if the event has been successful?  All of these are questions you need to ask before you can decide on the type of event that you are going to arrange. If you are not sure, talk it through with your facilitator and event organiser to help you to clarify the intentions.
2.       How long have you got available? Realistically there is only so much you can achieve in an afternoon or even a full day. So don’t set your ambitions too high, but make sure they are realistic and practical. Remember that if you are not holding an event onsite (which is always the best option) you may need to allow travel time. In fact, why not make the travel part of the day and book a coach or mini bus to pick everyone up?
3.       Budget. Whilst money may not be your main concern, everyone wants to feel that they have got value for money. When organising your event, make sure your event organiser has a realistic understanding about your budget and be prepared to discuss it with them. Good professional organisers will not try and sell you something you can’t afford and will help you to maximise your budget to get the best possible event.
4.       Number of people. The number of people you have coming to the event can make a big difference to what works and what doesn’t. Make sure that your event is suitable for the size of your group
5.       How adventurous are your team? There are vast number of different types of team building events available now, so you don’t need to run outdoor activities if indoor ones are more suited to your team, or the weather! Climbing mountains maybe the right answer for some, but not all. And indoor events need to be equally carefully considered. Whilst some people love music and drama others may prefer cooking or painting. Remember that it is not always possible to please everyone in the group, but a general consensus is helpful. Always bear in mind however, that any experience outside the norm may make some people uncomfortable – after all that is how we learn and grow as people.
6.       Choose professional facilitation. A professional facilitator will not only ensure that the day runs as smoothly as possible, but will also add to the experience by bring his/her knowledge to the event. Good team events include good set-up and de-briefing by a professional facilitator. If you are not sure who to choose ask for recommendations from others.
7.       Follow up after the event. Make sure that you and your team take on any learning points from the day and start to work them into your daily routine wherever possible. This might be a different way of working together or recognition of someone’s skills that were not appreciated before. Whatever it is, make sure that the team event is part of an on going process in your organisation. Not a one off jolly!

Team events should be productive, energetic and fun. Make sure yours gets your team fired up and enthusiastic!

Why do teams get stuck?

If your team is struggling or seems to have got stuck, it may be for one of the following reasons.

1.    Inappropriate Leadership. Lack of structure or clear leadership can lead to a team becoming  dysfunctional and/or resistant. This in turn can lead to a high turnover of staff and without intervention disbandment of the team as being non -performing.

2.     Unqualified team members. Teams need to both have the appropriate technical skills as well as a balance to the necessary roles. If team members are lacking in basic skills, they need to have the appropriate training or be moved on.

3.     Unconstructive Climate An effective team needs to have an open climate that bridges differences and encourages individuals. If team members become defensive or secretive the team will struggle to thrive. Important issues must be openly discussed and resolutions found wherever possible.

4.     Projection and scapegoating  where the teams problems are being caused by "external influences". By making others part of the problem the team is adopting a "it wasn't me" attitude.

5.    Dominance of one or more personality/ behaviour types. It is not uncommon for the leader of a team to recruit "someone like them" or "someone who fits in" who consequently adds to the teams skills and strengths in a particular area, but does not necessarily address any gaps the team may have. Lopsided teams can often find it difficult to move forward.

6.    Teams , like the people within them, have a sense of self-esteem. Low self esteem can be a result of many things but might include: lack of drive, lack of recognition, lack of pride in their work. If their perception is  one of low self esteem, they will find it difficult to develop and move forward.

7.    Low creativity. Teams that are allowed to explore their creativity are more flexible in their approach and quicker to solve problems than those that are asked to deliver things in a fixed and rigid way. There is a difference between setting and measuring standards for particular tasks and preventing any creativity in achieving them. Harnessing creativity requires a level of risk and clear risk assessment should go hand in hand with the creative process.

 

 

Build a successful team - interview

Trying to put together a team? Want to understand the process and what happens when you start to create a new team. David Mellor interviews Berry Winter about building teams and teambuilding. Team building should be more than just having a fun day out. In the interview we review the Tuckman model of forming, storming, norming and preforming. Below is an MP3 recoding of the interview.

Check out the Team Building Interview with Berry Winter

Team Building

Check out the animation software at Animoto.com. You can create some great animations!

Create your own video slideshow at animoto.com.

Team building with drama (video)

Great day using masks and drama to explore communication skills

Team Building with Drama and Masks

On this team building day we were exploring the themes of communication, presntation and working together more closely.

We had a great time using the wonderful Trestle Theatre masks on a drama team building session. They were able to allow us to explore body language and expression in an entirely new way.

Let's hand it to the team! #teambuilding

You have to hand it to them! This team got together to create a collection of hand paintings based on their own hands. They now have a permanent reminder of the fact that they will be hands on in their jobs and work together more as a team.

6 Mistakes when Leading Teams

Leading teams can be fraught with difficulties. Here are just a few of the most common ones.

Believing your whole team understands and accepts the team goals.

Issue: When did you last check that your team understood the overall team objectives and their role within that? Teams are made up of individuals and unless all the individuals are on board with the basic messages then there will always be forces pulling the team in different directions.

Next step: Set up meetings with individuals, groups, whole teams and ask them what they believe their goals to be.

Believing team name does not make a difference.

Issue: Your name is part of your identity. So it is with teams. Call a team Complaints Dept and they will. Teams need to be branded in a way that they find acceptable and ideally presents a positive image to the people they have to deal with outside the team.

Next step: Conduct a team branding exercise. Ask about perceptions of the team as it stands and what needs to be change. Make the team and brand an aspirational place to work.

Allowing the latest person to join the team to be trained by the last person to join.

Issue: Ever heard of Chinese whispers? Everyone puts their own interpretation on instructions and if training is conducted by someone different each time, then the messages on how to do jobs well is likely to get diluted. Training someone to do their job well needs to be done by someone who understands the job objectives and the purpose of the team. Not paying attention to the messages that people are receiving in the early days in the job means that bad practice gets spread around and become entrenched.

Next step: Always be involved in some aspects of the training and make training part of someone’s job description.

Teams need to be controlled

Issue: High performing teams have a clear sense of direction, but they do not need to be controlled. There needs to be to be regular check points but not to the extent that they get in the way of the teams’ performance.

Next step: Set fair performance targets for the team with a way of measuring and rewarding tasks that get done well.

Teams that appear alright on the surface are OK.

Issue: All good leaders should be aware of any underlying problems in their teams and look for ways to tackle them before they become a major issue. Ignoring problems very often means that they will just fester under the surface and inhibit a teams progress.

Next step: Build trust with your team, one at a time if necessary. Teams don’t necessarily have to like each other, but they do need to respect each other. Make sure respect is one of your teams’ values.

The leader knows better than the team.

Issue: Great team leaders know when to listen to their team. Team members are doing the job day in and day out and their opinions are vital to the success of the teams’ objectives. As team leader you need to take on board members views and where appropriate act on them.

Next step: Set up a listening post – some form of process for allowing your team to past back vital bits of information about the operation, project, product, customers – whatever - so that you can act on it.

Five course menu and Drumming!

Just had a great couple of days with a team who chose to create a five course menu and follow it the next day with a drumming session. Great fun had by all.

Not only that they felt that they had got to know each other better and had re-energised as a team.

Spinning the plates

Images of customers spinning plates on the JamBerry stand at Let's Do Business last week. All the talk there was about re-energising people and teams for the future.

Beat this for Teams

Listen up! When this team wanted to round off their day with some music this got them working together, listening, laughing, having fun and most of all making music together as a team!

Team Building with Profiteroles!

Now when it comes to a great end to the day, eating profiteroles made by your team has to take the biscuit - or should I say cake!

Whichever, the profiteroles were great and the team worked beautifully together which obviously came out in their cooking!

Now if we could just add a bit more cream.....

Wish for more Skills!

Don’t wish for fewer problems. Wish for more skills!

How often do you wish that you had fewer problems? We all do at some point. But supposing we wished for more skills to deal with those problems instead?

A problem is an issue if we don’t have the resources to deal with it. Whilst many issues are not of our own making, nevertheless knowing that you have the resources to deal with whatever is thrown at you can turn a nightmare situation into a manageable challenge.

Personal and management development can ensure that individuals have the skills they need to deal with difficult situations when they arise. Whether it is dealing with people, budgets, projects, or planning, knowing what to do, who to ask or where to find out the answer can make all the difference.

And for businesses, knowing that their staff are flexible, knowledgeable and competent can make the difference between loss and survival or indeed survival and growth!

Don’t wish for change, change what you wish for.

Don’t wish for less challenge, accept the challenge and wish for more wisdom to both understand and overcome the challenge.

Team Building with The Music Gym

Isn't it great when you can do your job and have fun and help others? Talk about a win, win situation!

We have done just that by teaming up with The Music Gym to allow us to provide team building using audio and sound technology, originally designed for the disabled, but adapted to create a great experience for others as well. And whilst we are having fun and helping others learn about teams, and team dynamics, some of the the fee goes back to helping the disabled. Great eh?

Masterchef helps with Teamwork

Masterchef Peter Bayless joined our Team Building day last week, bringing his own spin on cooking pasta to the fray. With recipes such as Between the Blankets and Putanesca Sauce the team had fun making the pasta and eating the results. Thanks Peter.

Team Building at Brighton Science Festival

Team building can be a tricky business. It requires good communication and concentration. Recently attending the Brighton Science Festival, we challenged a number of teams to lay a stick on the floor without any team member losing touch with the stick, which was resting on their fingers, or hooking their fingers around the stick. A seemly easy task, it can prove difficult to accomplish. Small movements can cause the stick to rise rather than fall, causing confusion and disarray.
Here is a team from the Open University trying their hand at it, and successfully laying it to rest on the floor!

Team Building with Cooking

There is no doubt that working together to make a meal is a rewarding experience. We've just had fun working with a client on a team building exercise where they had to put together a meal of ravioli, lasagne, tagliatelle and foccacia. Making the pasta from scratch was a good way of working out any initial frustrations and the resultant meal was a feast, tasting all the better because they had cooked it themselves. The team also had the opportunity to share the experience which would stand them in good stead back in the office. All in all, a good days work!