The One & Only Team Dysfunction

Teams don’t always function well. We have an abundance of theories and practices about how to identify team dysfunctions and how to deal with them. But I’ve really only come across one fundamental dysfunction in all my years working with leaders and their teams.

A team is a network of one-on-one relationships in which great work can get done. Blaming, conflict avoidance, inattention to results and lack of commitment aren’t dysfunctions of this network of relationships. They are symptoms that reveal the single underlying cause of all team performance problems and the one and only dysfunction worth addressing.

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Is Love the language of leadership?

This is the season when we tend to take extra stock in our relationships and give thanks.

I am grateful for my relationship with my clients–and with you, my readers. And in the spirit of the red thread, I recognize that, although we may not always in communication, we’re always connected.

I count my relationships with my clients among my most precious gifts. This week, one of them revealed his own insight that love is, in essence, the language of leadership and that we’re the same people at work as we are at home. YES!

I thought this would be a great topic to blog about. And then I thought twice. My opinion is consistent with my client’s insight. However, that’s only one perspective, and I’m interested in hearing others.

And so I would value hearing from you. Please email me with one or two sentences expressing your thoughts relative to love being the language of leadership before January 5, 2015. There are no right or wrong answers.

In January, I will summarize what you’ve all collectively contributed and share that back with you—without sharing names, of course.

I’m really looking forward to your brief thoughts. AND feel free to elaborate, if you’re so inclined.

Until then, best wishes for a happy, healthy, and thriving 2015!

Love and peace,

—Mark

Teambuilding: Save Your Money

Why is it that people roll their eyes when you mention the next teambuilding exercise or event? Why do they wearily glance at each other with that look of “here-we-go-again” skepticism? It’s because historically they’ve experienced this as a waste of time. Nothing changes–or if it does, it’s not sustainable.

Don’t waste another unproductive hour on teambuilding.

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Emotions at Work: Can It Really Be This Simple?

Uncomfortable with emotions at work? In the U.S., many of us would prefer emotionless over emotional. It’s as if bringing the full palette of our feelings to work is anathema to achieving our objectives. If someone starts to get “emotional”, we refer them to HR to solve for their emotional incompetence. If that doesn’t work, we’ll look for “popular” leadership tools to apply the next time an overwhelming feeling like anger, resentment, or enthusiasm shows up in a conversation. Read On