Two weeks ago, we started a journey of looking at three essentials of a heathy team. The first two were respect and honesty. Today we look at the final principle: humility.
Ego-driven anything does not work well or last long. When egos within a team are competing for power and recognition, the team is unhealthy and unable to accomplish much. Such a team is comprised of persons looking out for their own interests.
Last week I looked at respect as the first of what I refer to as the three essentials of a healthy team. Today I want us to look at the second of those three essentials — honesty.
Let’s face it; honesty in the workplace is hard, even in the context of a Christian organization. People are not sure who to trust. They are not sure if they can speak their minds without the fear of their boss making them pay for their honesty.
Plus, their opinions and ideas may snake through the office in the form of gossip or a series of conversations with other team members. The result is usually underlying internal frustration in the organization.
What makes a healthy team work? We have no lack of talk and training on this topic. Multiple assessments are available to help discover what each person brings to the team so the right fit can be made. And yet teams still struggle to function in a healthy manner.
Some focus on changes in their work environment in the hope that they will help make a healthy team. Yet with all the training, assessing, and changes to the work environment, too many teams still function in an unhealthy manner. Too often, people are forced to take assessments and training that is meant to make them better team members. And still the team remains dysfunctional.
I will contend that there are three essential, foundational principles necessary for creating a healthy team whether at home, at work or the place where you volunteer your time. For those attempting to create healthy teams, these principles are simply irreplaceable.
“A person who never made a mistake never tried anything new.” – Albert Einstein
“It’s not uncommon to be afraid of making mistakes. We all make mistakes and sometimes the consequences are very unpleasant. That’s why we tend to avoid doing things that can make us fail.” SelfGrowth.com
Most of us fear making mistakes. And when we do make a mistake we often try to rationalize it. In reality, mistakes are a part of life. Therefore, we should not live our lives in fear of making mistakes; rather we should learn from them or we run the risk of repeating them. I know this is not easy. Society often encourages us to be flawless, if only in appearance. However, we will make mistakes and hopefully we can learn from them.
Recycling is a routine way of handling millions of tons of trash produced daily in this country, where the recycling rate continues to grow.
Did you know that God is the originator of recycling? Oh yes, He is and has always been in the business of recycling our pain.
Let’s consider the parallels between the process we go through to recycle our garbage and how God recycles pain.
- Your plane is delayed.
- The person driving is front of you is being a jerk.
- The cashier is casually conversing with the person in the line ahead of you and you are already running late for your doctor’s appointment.
- You planned your daughter’s birthday party in the park with lots of activities only to arrive at the park and find that someone else is occupying the place you reserved.
These are only a few of the types of things we experience on a regular basis. And if you are having a really good day, all of the above could be happening that day!
The reality is that many of us allow incidents such as these to ruin our day – and possibly the day of those closest to us.
Last week I suggested some things that you as a leader should take into consideration when implementing change. What all leaders need when it comes to implementing change, is buy-in from the people affected. Once you have buy-in you know the change will be implemented, and you will have the support of those who will be affected by the change.
The challenge is how do you go about getting the buy-in of those who will help implement the change and those whose life will be affected by the change?
One of the biggest challenges most leaders face is implementing change. Let me say, I know change is inevitable and necessary, and there is no way to avoid it. Change generally is never easy for most people. And it gets more difficult when a leader comes along and attempts to change things that people are used to.
Many leaders find it challenging to implement changes either because the people are resisting the change, or the way the leader has decided to do it.
I can recall while pastoring I came up against having to make changes with some inflexible people who I knew would resist the changes. It was difficult, I was able to make some of the changes, and some I had to accept were not going to happen under my leadership.
Here are some things I have learned about implementing change.
As a leadership coach, one of the comments I most often hear from leaders is about how overwhelmed they are by all they have to do. I know very few leaders who are not feeling constantly overwhelmed.
Some are so overwhelmed they are unable to sleep well, relax on vacation, or be present in the moment. Too many leaders have lost the ability to fall asleep naturally; their minds are unable to rest when they are trying to sleep because they feel so overcome.
You lead because you want people to follow; but not all leaders know how to get others to follow. Many think others will follow because of their knowledge. Others think their positional authority as a leader should be reason enough for others to follow. Good leaders need neither of those things for others to follow them.
Someone once said, “Leadership is influence.” People are more likely to follow because they are influenced by the leader than by the giftedness of the leader or the positional power which comes with leadership.
How does one become a leader that leads through influence?