One company hires “bodies” to fill positions vacated by disgruntled employees. If you read the Help Wanted ads, their employment ad is posted weekly.
Another company offers employment openings on rare occasions. It uses a team of employees to interview candidates after two initial screenings. The business owner wants to make sure that new employees work well with existing teams.
The second company takes the hiring process two additional steps. Team members from the employee hiring team mentor each new employee. The Mentors’ role is to make sure new employees receive superior orientation, informal 30 day performance reviews and formal 60 day performance reviews. The company credo is “WE win.” The business owner takes the necessary steps to make sure they do.
The tale of two companies illustrates the collaborative core value, Interdependence. Interdependence is based on the concept, “If we win, I win”. It
relies on behaviors anchored in sharing, openness, acceptance, support, and excellence.
Interdependence, therefore, means that two or more people appreciate and rely on each others strengths, and are mutually responsible for their own short comings. Because interdependence requires self awareness and appreciation for others, it demands high levels of emotional maturity, willingness to become more effective, commitment to excellence and self-esteem.
What behaviors damage interdependence?
• The belief that someone can change someone else • The belief that leaders hold all the answers • The belief that leaders must solve all the problems without input from others • Allowing employees to blame co-workers for system problems • Allowing employees to blame co-workers for procedural errors • Allowing an Us and Them attitude to thrive in the workplace Daniel Goleman writes in his newest book: Social Intelligence: The Revolutionary New Science of Human Relationships, “Our natural pull toward others may trace back to the conditions of scarcity that shaped the human brain.” When our unconscious interactions with others fall back on old survival patterns that compel us to compete against others in our own companies, nonprofit organizatiions, or families it is impossible to build interdependent relationships.
One TIGERS rule is, “It is better to compete in the market place as a solid company than devour one another with disruptive team behaviors.”
Therefore, what behaviors build interdependence?
• Win-win problem solving and the reduction in win-lose and lose-lose conflict solutions • Apologies and forgiveness • Team building that anchors workplace values • Coaching and facilitative leadership styles • Allowing workers to provide valuable input for changing ineffective work procedures that directly affect them • Building a sense of responsibility and accountability among managers, team leaders and workers • Building your team’s “Declaration of Interdependence” so your leaders can tend to the boundaries of collective team decisions.
The more sharply attentive we are to what our team already performs well, the easier it is to implement interdependent change. Moving your team from dependent and competitively independent “Us VS Them” behaviors to passionate “We Win” concepts harnesses your team’s human power and the opportunity to celebrate what your team already does well.
In the posting, we will explore genuineness. We will look at the impact genuineness has on team integrity and group learning.
Until then, just as the fur pattern on the face of a tiger is as unique as a human finger print, so is each team. No two are the same and collaborative core value influenced behaviors are readily discernable in how people treat one another on a daily basis.
Team Interdependence: A Check List For Understanding What Behaviors Build Interdependence And Those Behaviors That Break Interdependence Down - To learn more about this author, visit Dianne Crampton's Website.
Like this article? Share it with your friends
 |
Related Articles |
|
 Team Interdependence: A Check List For Understanding What Behaviors Build Interdependence And Those Behaviors That Break Interdependence Down
|
| |
Team Interdependence is the second of six collaborate core values that build highly effective teams. The other five are trust, genuineness, empathy, risk and success. The six collaborative values form the acronym, ...
|
|
Competition VS Interdependence
|
| |
Competition is essential for business success. At the same time, internal competition damages your group intelligence, retards your growth and disrupts team morale. In this article, we explore what interdependent p...
|
|
EMPATHY – CAN YOU WALK A MILE IN THEIR SHOES?
|
| |
Emapthy as a collaborative team value is necesaary for team conflict resolution. Yet work teams report that team conflict is one of the largest problems facing teams today.
This article explores the collaborativ...
|
|
21 Secrets of Establishing Effective Teams
|
| |
Teams and team work can be very effective in many organizational settings if, and only if, they are formed correctly and used to solve problems that are best resolved by several people working together.
This articl...
|
|
It’s not only what you say that counts, it’s what you do.
|
| |
Your business core values announce to the world what you stand for and what is important to your daily operations. They form the soul of your team and by inclusion or omission are seen daily in how your employees t...
|
|
|
|
![[Get Copyright Permissions]](http://license.icopyright.net/images/icopy-w.gif){kind=small}
