Location: Western Kentucky-Climate Unpredictable Zone 6b
posted 5 years ago
I am one of those workers who usually ends up promoted to some level of management . Shift supervisor , assistant manager , Director of ... , etc. I hate it . Why ? I hate being authoritarian . I don't mind confrontation or laying it on the line . I don't like working with people that do not take responsibilty for being there . Who do not own their role . I see everyone on the job as a volunteer . You volunteer to place an application and show up for work today , you are a volunteer . I don't like working with people who see themselves as victims of the employee / employer relationship . Why not make it a success for all . This bias of mine has inspired my 3 C's model of teamwork . It works for volunteers and authoritarian types as well . You can see why it is preferable to work as a volunteer or to manage volunteers . As follows :
Communication , Coordination , and Cooperation .
As volunteers we come together and communicate how we will coordinate our day in order to accomplish our tasks . We cooperate with one another . The team leaders listen to the team members and allow for as much control to be left in the hands of team members as possible . The team members accept responsibility for their work and remain open to communication about improving it . The team leaders appreciate the knowledge and experience of the team members and provide them with the training and resources necessary for excellence . Team leaders are also responsible to become skilled in human relations not just the the given field of work . The team members also respect that the final say is in the hands of the team leaders . Personal accountability is a goal for all .
As an authoritarian model it works well too . If you prefer to work in that kind of enviroment . The Boss says " I am communicating to you how I have coordinated your day for you . Now cooperate ."
At the end of the day the volunteer version wins out .
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Hey Wayne!!! "team building stuff!" one of my favorite topics!
Communication , Coordination , and Cooperation
I love when we can break it down into simple metric of some form. I like your 3 C's a lot...good to follow. Here are some additional thoughts that other team developers over time have found of use.
4C APPROACH (a little longer to remember, and missing elements I feel)
commitment, contributions, communication, and cooperation.
6C's of great teams (One I helped develop and implement in our program for challenged young adults)
Effective conveyance relates to team's net results, rendition, and final goal achievement.
This encapsulate the sensibilities, orientation, and ethos that drive deportment within a normative culture or team.
Interdependent reciprocal influences enables mutual cognizance for member within, their roles, and the responsibilities of all.
Immediately addressing divergence, rapidly organizing deviation, and assisting team members with disparity...arrest disagreements among team members, thereby facilitating goal achievement, overall success, and individual satisfaction while limiting discrepancies in future outcomes.
True comprehension individually and among the collective, enables effective realization of all other C's within the team.
Mentoring and leadership engagement with members improves team cohesion and overall performance.
I would love to facilitate a team building exercise with you Wayne, should we all ever get together...Ropes courses and timber frame raisings are two of my favorite!