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Categories Blog Diversity Equity Hybrid Work Inclusion
Recent Posts Inclusion and Belonging Calendar
Three Ways to Develop Trust at Work
Creating an Equitable and Inclusive Hybrid Work
Inclusion
Environment How Great Leaders Approach Diversity
Emmanuelle looks around the room at the sales team. She’s new at the organization and still learning about the relationship dynamics between her coworkers. Tensions are running high as it was just announced that the team didn’t make their sales goal for the second month in a row. Not that she’s surprised. This past month, the marketing assistant was asked to create a pitch deck from scratch for a potential client in Canada—a large hospitality brand. Emmanuelle found out later that he’d never created a pitch deck before yet wouldn’t ask anyone for help. The marketing manager knew that he wasn’t very experienced yet was too focused on meeting her personal goals to offer guidance. The major blow came when the marketing assistant waited until the day before the account director was flying to Canada to meet the client, to hand over a few poorly organized slides that covered only a fraction of the information needed. Not to mention that the hyperanalytical language he used that wasn’t appropriate for a luxury hotel brand. The poor account director had to pull an all-nighter to get the deck done himself, before pitching with red eyes on zero sleep. The result? That client is no longer a potential.
Why is This Team So Dysfunctional? Emmanuelle has been racking her brain trying to figure out how to navigate this new playing field. What’s going on with this team? Why is it so dysfunctional? Just because the necessity of teamwork has been preached to us since childhood doesn’t mean we’re inherently good at it—or even like it for that matter. Working with other people can be challenging, even more so in the workplace when stakes are high. So now that we’re off the little league field, what can we, as working adults, do to have a positive and winning team? According to Patrick Lencioni, there are five core areas where dysfunction can be seen in teams: lack of trust, fear of conflict, avoidance of commitment, lack of accountability and not results-focused. In Emmanuelle’s case, her team has a major trust deficit. Teams that don’t have trust don’t function well. Let’s take a look at the importance of trust, what teams with and without trust
The Hidden Story Behind Your Organization’s DEI Data Book Review: The Disordered Cosmos