Ed sat up straight in his chair. "Before we begin," he said, "I need to say something. You all know that I've been out a lot these past two weeks and a bit distracted by the situation with my son. Well, the danger's passed and we expect he's going to be fine." A chorus of whoops and table thumps filled the room. Smiles all around.
isn't the thrill —
the relationships areHe continued, "I'm back now, and I want to thank you all for your understanding, but especially I want to thank Marian. That first day, when I called her…no, wait." He stopped, and turned to Marian, who was seated at his right. "Marian. That first day, when I called you from the hospital, you didn't even let me ask you for help. You just said, 'I've got the ball, Ed. You look after your son. Don't even check your email.'" Ed's voice cracked.
He paused to compose himself — a long pause. He continued looking at Marian. Marian looked back. Silence in the room.
Slowly, he continued. "And I want to thank you for backing me up." More pause. More silence. "That's all."
Everyone applauded. They stood. The applause continued. Marian beamed. Ed beamed back.
At least once in our careers — if we're really fortunate, more than once — we belong to a team that we remember fondly for years afterwards. The team was a high-performing team, and pride did go along with that, because high performance and high achievement are valuable to the organization.
But for most of us, high performance isn't the thrill — the relationships are. We remember the people, and we remember how great we felt to be a part of that team. What was it that made that team so great? How can we make that experience happen again?
- Step forward
- Teams like Ed's and Marian's achieve alignment of purpose through hard work. If you want to be part of it, you have to be part of it.
- Appreciate yourself
- When you work hard to elevate your team to the heights, appreciate yourself, whether the team does or not.
- Appreciate others
- When someone contributes a treasure, appreciate both the contribution and the contributor, publicly and with feeling. Like Ed did.
- Appreciate appreciators
- When someone publicly appreciates a contribution and a contributor, appreciate the appreciator. The standing ovation wasn't only for Marian — it was for Ed, too, and for the team as a whole.
- Ask for help when you need it
- When Ed needed help, he asked — or he would have if Marian hadn't offered first. When you need help, ask your teammates. And when a great team needs help, it asks for help.
Great teams don't just happen. The people who belong to them make them great teams. If your team isn't a great team yet, what would happen if you decided, right now, to help make it a great team? Give it try. Let me know how it goes. Top Next Issue
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More articles on Personal, Team, and Organizational Effectiveness:
- Choices for Widening Choices
- Choosing is easy when you don't have much to choose from. That's one reason why groups sometimes don't
recognize all the possibilities — they're happiest when choosing is easy. When we notice this
happening, what can we do about it?
- How Not to Accumulate Junk
- Look around your office. Look around your home. Very likely, some of your belongings are useless and
provide neither enjoyment nor cause for contemplation. Where does this stuff come from? Why can't we
get rid of it?
- The Tyranny of Singular Nouns
- When groups try to reach decisions, and the issue in question has a name that suggests a unitary concept,
such as "policy," they sometimes collectively assume that they're required to find a one-size-fits-all
solution. This assumption leads to poor decisions when one-size-fits-all isn't actually required.
- False Summits: I
- Mountaineers often experience "false summits," when just as they thought they were nearing
the summit, it turns out that there is much more climbing to do. So it is in project work.
- Issues-Only Team Meetings
- Time spent in regular meetings is productive to the extent that it moves the team closer to its objectives.
Because uncovering and clarifying issues is more productive than distributing information or listening
to status reports, issues-only team meetings focus energy where it will help most.
Forthcoming issues of Point Lookout
- Coming August 21: Perfectionism and Avoidance
- Avoiding tasks we regard as unpleasant, boring, or intimidating is a pattern known as procrastination. Perfectionism is another pattern. The interplay between the two makes intervention a bit tricky. Available here and by RSS on August 21.
- And on August 28: Playing at Work
- Eight hours a day — usually more — of meetings, phone calls, reading and writing email and text messages, briefing others or being briefed, is enough to drive anyone around the bend. To re-energize, to clarify one's perspective, and to restore creative capacity, play is essential. Play at work, I mean. Available here and by RSS on August 28.
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- The Race to the South Pole: Lessons in Leadership
- On 14 December 1911, four men led by Roald Amundsen reached
the South Pole. Thirty-five days later, Robert F. Scott and four others followed. Amundsen had won the
race to the pole. Amundsen's party returned to base on 26 January 1912. Scott's party perished. As historical
drama, why this happened is interesting enough. But to organizational leaders, business analysts, project
sponsors, and project managers, the story is fascinating. We'll use the history of this event to explore
lessons in leadership and its application to organizational efforts. A fascinating and refreshing look
at leadership from the vantage point of history. Read
more about this program. Here's a date for this program:
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio
44017: November 7,
Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute.
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio 44017: November 7, Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute. Register now.
- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
- Your stuff is brilliant! Thank you!
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- A sort of Dr. Phil for Management!
- …extremely accurate, inspiring and applicable to day-to-day … invaluable.