Workplace behaviors can be contagious, which can be a highly useful thing as we try to change organizational cultures. And this can be directly emphasized and supported when the leadership aligns those desired behaviors to the organization’s goals and objectives in an exercise such as The Search for The Lost Dutchman’s Gold Mine.
A survey of 2000 employees by ILM revealed that nearly three-quarters of U.K. professionals emulate attributes seen in their colleagues, with roughly 20% improving communications and 10% on problem solving, both behaviors that align nicely with improving teamwork and collaboration.
If we can generate improved leadership and collaborative behaviors within a workshop setting and anchor those behaviors to organizational expectations, we are more likely to change those behaviors over time in the workplace, especially if those desired behaviors occur more frequently among the leadership team. If we can get increased collaboration, and discuss why such behavior is a contributor to an improved organizational culture, we are more likely to generate changes in behavior that are congruent with those discussions.
Surprisingly, the researchers reported that people are not influenced by traditional hierarchies when it comes to who they emulate, with almost half (49%) of respondents revealed they replicate behaviors from people across their organization. And a similar number (46%) say they copy behaviors from people of all levels of seniority, even their peers. So, building a cross-functional and more collaborative team and leadership structure can contribute to this modeling.
“One of the key things we found from the research is that employees don’t just copy senior people, they copy their colleagues,” remarked John Williams, director of digital strategy for ILM. “We recognize that leadership doesn’t just happen at the top of the organization. It permeates throughout an organization. If people are learning behaviors from colleagues and seeing their colleagues getting ahead and those behaviors aren’t great, then they will copy those behaviors.”
John Yates, Group Director at ILM, commented: “People are looking to their colleagues to demonstrate how they can work effectively, particularly when it comes to facing up to challenges in the workplace. Whilst it’s inspiring to see that professionals are motivated by those around them, it can also be dangerous, as people indiscriminately adopt the behaviors of others regardless of experience or expertise.”
Despite the prevalence of U.K. workers learning by example from their colleagues, the research found that most employees (58%) would prefer more formal training and development when it comes to acquiring new skills and capabilities. Driving such desired collaborative and motivational behaviors from a team building workshop like The Search for The Lost Dutchman’s Gold Mine simply makes good sense when it comes to generating improved teamwork and optimizing results. It is also something that can be run inexpensively at all levels of an organization to communicate missions, goals and expectations.
ILM researchers also noted that bad behaviors can also be emulated and spread within an organization, which is why an effective workshop focused on organizational improvement simply makes good sense. You can define desired goals and objectives and clearly discuss and support the desired behaviors that will lead toward those goals. You can refine expectations and develop peer support for the changes. You can focus on implementing change and improvement.
We are in our 25th year of selling and supporting Dutchman and we encourage you to reach out to us should an exercise such as this could support your organizational development initiatives.
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Learn more about Scott at his LinkedIn site.
(from Forbes Magazine article by Karen Higgeinbottom: https://www.forbes.com/sites/karenhigginbottom/2017/10/03/the-dangers-of-contagious-leadership-behaviors/ )