Solution Saturday: 7 Ways to Deal with Us/Them
Dear Dan,
How do you help the people out in the field feel and believe they are part of the “Team?” Currently the tech people feel not as important as those who work in the office – “us/them” thinking.
Insights?
Dear Us:
Thanks for your question. Here are a few ideas for working toward a highly connected organization.
#1. Define the noble quest:
Don’t work to overcome us/them thinking. That’s problem-centric. Expend energy on positive outcomes. Work to build strong connections.
Frustration only tells you what’s wrong.
Concern over an us/them organization reflects the positive desire to feel respected and connected. It takes courage and vulnerability to declare positive desires.
Solve problems by working toward positive outcomes.
It’s safer to run around fixing things than to declare what you want.
#2. Describe behaviors:
Once you define the quest, describe a few simple behaviors that move you closer to winning. Describe what you will do, not what you want others to do. For example:
- Tech people attend meetings of other departments. (Prepare the tech team to be advocates not adversaries.)
- Strengthen communication. Send a short technology newsletter to the organization once a week.
- Extend to others what you want from them. If feeling connected means feeling included, how might you include others in your world? Be specific.
#3. Choose a “respect and connect” champion:
Initiatives require champions. If you can’t find a person to champion your “feel connected and respected” initiative, give it up. Put your head down and keep doing what you’re doing.
#4. Expect a long-haul:
Changing attitudes within an organization takes time and determination, a lot of it.
#5. Encourage each other:
If a tech person attends or conferences into another department’s meeting, go crazy with excitement, for example.
#6. Evaluate and adapt frequently:
Hold quarterly “respect and connect” meetings.
- What’s working?
- What are we learning?
- What could be better?
- What will we do next quarter?
#7. Shift perspective:
Choose an “us for them” approach as you work toward an us/we organization.
What suggestions do you have for overcoming Us/Them thinking?
Good morning Dan!
It occurred to me reading today’s post that the partisan political climate in Washington and beyond, could benefit from reading it!
Thanks for sharing!
Lori
Thanks Lori. I love that leadership principles apply to organizations, communities, governments, and families. Have a great weekend.
Dan, I love the caption from today’s image. That is what the organization is all about. Bringing the entire team and organization to a higher level. And while the difference is subtle, the point that you make above regarding working on building connections, rather than trying to fix the disconnections is a powerful idea. It sounds as if there is no difference and this is really different sides of the same coin, but with the focus on building rather than repairing, our intention and attitude will be different. We don’t see the problem as primary, but instead we see the opportunity as primary.
Dear Dan,
You have given powerful evaluation criteria. It taken into right perspective, they are enough to ensure success. You focus more on “What” part. Here, I would like to add “Why” part. What may be important to understand the direction and progress but why part needs deeper analysis. Why part suggest the bottlenecks points or some triggers that impede the progress. It provides clear indication to deal with the issues. For example, when someone says, performance is not increasing, it could be what part. But when someone ask, why performance is not increasing, it needs lot of evaluation, analysis and understanding. When reached at some points, it becomes easy to take remedial measures.
Secondly, I feel people measure their success in terms of their personal progress. So, somewhere we need to show them that they are progressing. It could be part of criteria, so that they can visualise their progress as they move closer to their goals.
Dr. Gupra fully agree with you, all are facts
Good morning Dan,
Today I was attending a workshop on communication management and biases of team management. Few points I could take from total workshop like
1. Early biases
2. Recency bias
3. Rumours bias
4. Repeated bias
5. Outstanding or extreme bias.
These are few kinds used to be found in a organisation to disrupt culture or harmony these are the root cause of problem for team management or effective team management. If you see 1st one they are beginners of disharmony later went off from picture soon , second one are followers which spread wrong doing on initiation of 1st one and remain for short term , 3rd are rumour mongers they are specialists in playing cross culture games with a confidence during tea breaks or when ever get time but remain favourite to few groups or factions. 4th type is seeded by 3rd one and they are bit negative freaks or always ready with dagger and keep talking against the organisations or leadership to disrupt or derailed the progressive engine.
4th are the kids of 5th one and these extremist have tendency like ISIS only always with a “NO” with a firm stand.
These five elements are always need to be controlled and keep them under counselling sessions and keep a strong vigil on all to create a harmony for better team orientation with a better EQ.
Whenever such elements activated leads to frustration and reason for poor EQ. Responsible for alteration in positive behaviour.
Whenever organisation or a section or team undergoing such kind of behavior problems never keep ” why ” always have a “How” because such situations needs healing and change or positive environment for enhancement of positive attitude and it’s possible only when garbage of negatives will go out , let garbage go out first , once it’s over , a new beginning of positivity will take place with a firm stance. AND it will
Starts with AQ- Appreciation Quotient as a initiative on a regular basis by few loyalists or by core team members.
Regards
Crazy Vinay
Inclusion and acknowledgement. I’ve found people feel isolated when not kept in the know regarding organizational happenings (even the seemingly trivial things). For example, an all inclusive company news letter highlighting field/office events and accomplishments specifically acknowledging individuals throughout the organization.
Agree with you
Just connecting as human beings can make a world of difference. Once people realize that the others are just like them and desire the same things it helps to break down the walls. I know people roll their eyes when we talk about team building type exercises but this is an example of where it can really work. It just has to be the right activity and you have split up the natural groups so that they mix with each other. Often, if you didn’t have a champion beforehand you will after and can then leverage those people.