In my last blog post I introduced you to the principles that promote a safe team environment:
- Observe confidentiality
- Appreciate statements that each team member makes
- Commit to helping each other
- Give everyone a chance to speak – and support each person’s contribution
I talked about principle one: confidentiality [Nhttp://mwrconsulting.co.uk/?p=9652] now I am going to look at principle two: appreciation.
It is an often neglected aspect of building effectiveness. What a shame. Appreciation conveys a recognition of both the team and its individual members. Here are three ‘appreciative’ tips to help you appreciate each other:
- Say ‘thank you’ to one another for doing good work; for sharing information, and for giving and receiving help. Such appreciation also builds the foundation for being appreciated in return.
- Agree with your team colleagues that you will validate and appreciate each other’s statements, whether or not you agree with them. This can be done by saying, “Yes, and…”
Let’s take a closer look at the “Yes, and…” approach.
Jack, a member of your team, recommends to you all that a team charter that covers the social aspects of team effectiveness would help the team a lot. The first response comes from Evie, who says, “Yes, and then we can use it with new team members and when people are seconded to help us.”
It works because ‘yes’ accepts and appreciates the contribution made, and this enables deeper collaboration.
- The team can also express appreciation and provide challenging questions that develop ideas by responding with:
Or, “that makes me think….” Before offering their own contribution.
These three appreciative tips work well to create a space where everyone can be heard.
Photo by Ambro
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We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.
Here are some examples of approaches that can be used and tailored to your individual needs:
- Certified ACT practioner
- Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
- Certified Mediation practioner, to address workplace conflict,
- Personal development activities
- Individual and group coaching…Coaching – a powerful way of developing people
- Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
- Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
- Straight Talking: …Straight Talking create change through conversations
- Special projects, secondments and assignments