| In some ways this article is a continuation of | | | | main point |
| Managaging Your Team (Part 4) in that 'influencers | | | | Other team members misunderstood what I meant |
| from a position of authority or expertise may be guilty | | | | I was guilty of interrupting someone else and breaking |
| (consciously or unconsciously) of ignoring inputs from | | | | their flow |
| team members or, just as damaging, putting down / | | | | My action caused someone else to 'plop' or feel |
| under-valuing the contribution made and the contributor | | | | discountedSo, one theme you'll find in a number of |
| who made it.Unfortunately, all of us may be guilty of | | | | these articles is our duty of care to our fellow team |
| this behaviour from time to time and often this attitude | | | | members. It is encumbent on all of us to guide our |
| and behaviour will be accompanied with..."C'mon, I was | | | | team colleagues, respect their contributions, seek |
| only joking! Don't be so sensitive"One of the main root | | | | clarification if necessary - don't discount it or them, and |
| causes of this behaviour, as I have touched on | | | | where appropriate, provide constructive feedback to |
| previously is based on our value system.We live, | | | | those who are consciously or unconsciously |
| breath, and act our own values - they are who we | | | | undervaluing other team members.And, what can I do |
| are and, therefore, are extremely important to each of | | | | as team leader?Training can be beneficial at any time. |
| us whether we are fully aware of them or not.In | | | | However, if the team is newly formed or there are |
| context, think of some practical examples...Never being | | | | some mew members, training in techniques such as |
| late for meetings or appointments. | | | | effective listening, giving and receiving feedback, and |
| Always prepared to listen and not talk over others. | | | | other positive behavioural change courses will definitely |
| If a commitment is made, it is kept. | | | | help.All team members should reach consensus on |
| Mobile 'phones remain switched off in team meetings. | | | | what the 'ground rules' are for their team sessions and |
| Treat others as you would wish them to treat | | | | agree that it is legitimate to point out (constructively) |
| you.You've guessed it, not surprisingly, these are values | | | | when any of these rules are broken.Be there for the |
| that are very important to me in both my personal and | | | | under-valued person - support them visibly in the team |
| business lives. Yours may be the same or totally | | | | setting - again, constructively. Please don't support the |
| different. To illustrate the point...Punctuality is extremely | | | | person who has been ignored or under-valued by then |
| important to you, it is one of your primary values. So, | | | | under-valuing someone else in the group. Simple |
| how do you feel when team members regularly turn | | | | example of support without pointing the finger..."Before |
| up late to your meetings? How do those who turn up | | | | we move on, I think what Joe said is worth |
| on time feel when you wait until everyone has arrived | | | | consideration so let's spend some more time |
| before you start the meeting? What message are | | | | discussing it"If this is a behaviour used frequently by |
| you sending out?NOW, let's say you have just given | | | | one individual, the appropriate action is NOT to confront |
| your views, made a suggestion to the group and it is | | | | them in the team setting. Arrange to talk to them |
| completely ignored. How do you feel?Who's guilty of | | | | one-on-one using the techniques learned in giving |
| plopping - you are - you've just plopped! Everyone else | | | | constructive feedback.Managing Your Team (Part 6) |
| continues with the group discussion which bears no | | | | will look at "You Two, Stop Fighting"Andrew has over |
| relevance to the inputs you've made.You're left sitting | | | | 20 years experience providing personal and business |
| there (or worse standing there) wondering what the | | | | coaching specialising in strategic planning, continuous |
| heck has just happened.O.K. in the overall scheme of | | | | improvement,personal development and lifelong |
| things it will happen to all of us at some time and by | | | | learning.Providing a focused problem solving approach |
| understanding that fact, we won't get things out of | | | | through our personal and business coaching (especially |
| perspective or over-react.However, we do need to | | | | to small businesses). Our primary theme and overriding |
| focus on the challenge or issue when a team member | | | | goal is to provide you with the right choices that fit |
| is ignored or under-valued repeatedly by the rest of | | | | your needs, solve your problems.Our website is |
| the team or one individual frequently under-values | | | | content rich with useful information, articles and |
| other team membersYou could argue that the title of | | | | resources.More importantly there are free to subscribe |
| this article should be...Who's Guilty of Making Me | | | | opportunities to help you by answering questions, |
| Plop?"Just maybe...I did not make my inputs clear | | | | offering guidance and replying to your specific |
| enough | | | | requests.Simply visit the website and complete the |
| Actually, what I said was somewhat irrelevant to the | | | | easy to use request form. |