Dead but Won’t Admit It
Dead teams are dead and buried long before they admit it. They yearn for life. But, in the end, they just suck air until someone puts them out of their misery.
Raise your hand if you’ve been part of a team that was dead but wouldn’t admit it. Dead teams waste resources, lower morale, and propagate helplessness.
Teams die because they:
- Don’t act. Talk without action always kills teams
- Lie. Members go along to get along. They don’t tell each other the truth.
- Pretend. Every time you pretend you’re succeeding – when you aren’t – is another nail in the coffin.
- Forget. Compelling purpose was the reason you came together. Today, it’s just going through the motions.
- Outlive. Teams die when they outlive their purpose.
- Ignore. Elephants – taboo topics – live in every dead teams closet.
Vibrancy:
Teams are more about the people in the chairs than the project on the table.
Projects aren’t vibrant, people are.
Teams die when they focus
too much on what and too little on who.
Start your next meeting with one of these questions:
- What’s most fulfilling about being on this team?
- What could we do today/this week that would enhance our teamwork?
- What’s not working? If you’re afraid to ask this question in public, go to the members in private. The need for anonymity suggests your team is dead or dying.
- With our work in mind, what’s important to you?
- What’s a win for you personally? For the team?
- What are we doing and why are we doing it?
- What makes you feel supported by the team?
- How can you support your teammates?
The way teams work together
is more important than the work itself.
Bonus: Facebook fans respond to, “I know a team when I see one because _______.”
How can leaders bring vibrancy to teams?
What’s your response to the last sentence of this post?
Winning for our group is knowing we are helping others, there is a certain satisfaction attained, you feel mission accomplished sometimes. The rewards are never ending if we endeavor to help others better themselves, companies, families and clients. Sometimes you have to be creative to entice the best individuals of the group to volunteer their knowledge without feeling put on the spot, but at least I see the value of their expertise beyond the topics, it’s that feel, felt feeling you get from al the participant’s I look forward too.
Thanks Tim,
You make me think about the importance of telling stories, staying in touch with the people the team serves, and tracking progress… Great stuff!
Dan,
You planted the seed, now your beginning to see the flower blossom. Thank you for your Mentoring and Leadership.
Tim
Oh yeah Dan like the existing Leadership strategies in America that result in 70% employee dissatisfaction?
You mean a dead team like that? The whole team of American Leaders? Not dead just stuck on continuing to do things their way! Who will help me get them unstuck? Anyone Anyone Bueller?
First thing got to be done is problem admitted and defeat conceded. Then we can start the seeking for better.
Truly Human Leadership at Barry Wehmiller one of, ONE OF, NOT THE, the new better!! 72% employee satisfaction out of 7000 folks!! 15% annual dived end as opposed to the losing 70% companies at 3%. Don’t really seem like a choice at all do it? Free video Bob Chapman shares all about it for free. Defining Moments youtube. Check it, respect!!
Then our horrible education system. Admit the problem already!!!! 24th in math I think and 36th in science!!!! These are dreadful results are they not? Who is gonna admit right here these results stink? They do whether you admit them or not! How bout college, more about business than higher learning!!! What is the loan debt of the last 20 years worth of college grads?
And still no admittance of a problem!!! Whew that is amazingly scary!!!
One solution!!! Khan Academy!!!!! Anyone noticed I mentioned that solution here MONTHS ago??? Anyone listen?? Bueller even?
Well Bill Gates and now Bank of America have!!!! Why not you?
Gates gave KA a cool 150 million to further their solution!! BOA now has commercials showing their partnership with Khan Academy!! Seen their new commercial???
Don’t know if u wanna listen to me early in the curve, up to you.
So for me Dan I choose to stand for the truth and state the facts. You may not like my truth but you can’t argue with the facts, they are what they are.
So in my world first thing gots to happen is a whole lotta admitting going on. Then we can all start implementing better. There will be plenty of options for better but u won’t look till you admit the results you getting stink!!!
Till then just keep regurgitating the same old slop cause you are familiar with it.
I Concur!!
Shifterp back to Now!!!
Dear Dan,
Synergy is needed to make dead team alive. Dead teams know they are dead but would not admit, is influenced by trends most of the times. Team die when members do differently what they believe. When there is difference between what team member “say” and what they “show”, team start dying. There could be many reasons for this, but in the organizations could not see benefit out of the effort, they start pretending in making their efforts. It means there is opportunity problems. They lack in motivations. So, leaders should respond to such situations by making motivational measure visible and high.
Over and above, leaders should also spot “weak link” and find out the reasons. If possible, replace it. Besides tangible rewards member calculate output by their inputs. So, leaders should evaluate outcomes.
When people can see their effort worth doing it, they make more effort to achieve it.
But when effort goes without result, because of impossible or difficult goal, motivation level of people start going down.
Excellent post, Dan.
“Outlive your purpose” and “lie” speak strongly to me.
Without purpose, their is no reason for a team to exist other than remunueration for doing nothing of value or camaraderie.
Lying is always wrong – and when “small” lies are accepted, trust erodes. Trust is the glue that holds families and teams together, allows people to make honest mistakes without coverup or defense. Trust is a major reason people purchase goods and services.
I know a team when I see one because I hear them mention and acknowledge team members who are not present. This shows unity and appreciation for all members even when the full team in not together.
I know a team when I see one because the members speak with one voice. They are able to do so because they have a shared direction — a shared vision if you will — even if they disagree on the details. The difference of viewpoint within that shared vision give the team great power to solve problems and meet goals.
I really liked “Teams die when they focus too much on what and too little on who.” People first. Always.
Good post, Dan.
Don’t forget the opposite is true about all talk and no action. If it’s all action and no talk, this can kill the team as well.
Dan, Once again you have nailed it. Your leadership topics are everyday occurrences and your practical logic to resolve is very much appreciated.
We’ve all been part of dead teams, sadly more often than we like
For project work, teams need to understand upfront what the end will look like. Our scope of work includes a definitive “closure” statement.
Brilliant!
My imagination went straight to a “little shop of horrors” — government offices style. Great article. 🙂