Mutual Respect in Teams
Developing mutual respect in the workplace is similar to filling a piggy bank. As a supervisor and team we should be constantly putting esteem deposits into the teams piggy banks. Be conscious of building a culture that identifies small positive esteem investments from appreciations to rewards and compliments to recognition.
As much as we can try to grow the investment in the piggy bank to overflowing within our team... chances are we will never make it to overflowing (and if we do isn’t that a great problem to have), as inevitably a negative event will happen and we will lose some of our esteem investment. The hope is that over time we have invested so much into the piggy bank that we don’t become esteem bankrupt and will have something to rebuild from with more small investments over time.
According to Richard Lavoie it is essential to build people up with as much investment as possible everyday. We need to make sure that people leave their daily experience with us with more in their piggy bank than they came with. To do that it is important that we take away only what we need to from them when there is an issue. And to be an advocate for them when others are trying to take them away.
Ideas for Building Mutual Respect in the Workplace:
Are We Birds of A Feather?
I was a chicken farmer and a Lovebird breeder -- I know weird right (read: Value #4 below). What I've learned is that certain birds get along better together than others. In business I've learned, like you I'm sure, that this is true - there are clients/team members/etc. that belong in our flock, and those that do not.
That's why planning, hiring and corporate identity is so important. Connecting with the right birds strengthens your flock. Keeping the wrong ones will erode your efforts. Think about these three things:
Explore who should stay and who should go. Keeping people in a job they dislike is a disservice to everyone (them included). Take a long hard look at who's in your employ, are they really "on the same team" or just place holders? are their changes that need to be made?
Planning for measurable results. Taking time from the rigor of your busy business day with your team to revisit (or create) measurable tactical plans will realize quantifiable results. Remember, to grow, innovate, and collaborate - that team success drives results (and separates your authentic flock from the eggs of the Cuckoos).
Drill down on your corporate identity. It is aligned with your current culture? Does it adequately reflect you? your reality? your future?
We just finished a great process to refresh who we are. It's something I like to do with our company every year or two. I want to share it with you, because maybe we should flock together (link me to your purpose)? or maybe you could tag a company or person who I should get to know ... hey, let's be birds of a feather.
Tyler Hayden Inc. builds the best programs, ignites unexpected learning, and inspires people to connect and grow to do good things.
"Deliver super-sized out-a-the-box fun, covered in learning awesomesauce."