Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Tag: trust and performance

TeamBuilding – We judge ourselves by our intentions

Inspiration is a weird thing. I was cleaning out a lot of image files last night and earlier today and I came across a folder I called, Animal Giggles. I have no recollection as to where they came from since the file names are all things like these:

Google ChromeScreenSnapz003

Having been reasonably productive all day, I decided to open them up and see what they were. On inspection, they are from icanhas.cheezburger.com/ so I will ask them permission to post by posting a couple here. It is a site of funny cat pictures and similar (I linked them).

from http://icanhas.cheezburger.com/

“Do I look like the bluebird of happiness?”, “Go on, without me,” and “Clyde never suspected the local pigeons would have Tasers”

So, of course I immediately made the link from those silly cartoons to the real workplace issues of teamwork and collaboration, to leadership and trust and to the alignment of work groups to desired organizational results. How you might ask?

Because we are attributing desired behavior in the cartoons to others, in this case small animals.

In the workplace, we routinely make all sorts of assumptions about others including themes of motivation and competency and collaboration. But those are simply guesses. One of the quotes I have liked for a long time is this one that I recall derives from the NLP literature:

We judge ourselves by our intentions.
We judge others by their behavior.
*

That bridges me over to team building. The above quote is the mental key. Understanding the issues of personal intentions versus behavior towards others is where the above cartoons pushed my thinking…

In our exercise, The Search for The Lost Dutchman’s Gold Mine, we set a goal of “Mining as much gold as we can” and of maximizing ROI. The game is about the different tabletops planning and executing those plans. It is about optimizing results with available resources, with a very obvious situation where collaboration would be of benefit to generating results. Teams can choose to share information and resources, as well as ideas, as an integral part of the design. They can choose to collaborate in many ways.

But what they often choose to do is compete. We tell them that
the game is about collaboration but they choose to compete.

In order to win, they will intentionally withhold resources from other teams so that they can beat them, sometimes seemingly encouraging that other team to perish.

You can see more about Lost Dutchman and how it works by clicking on the link below:

Slideshare Dutchman icon

The name of another one of our team building exercises is The Collaboration Journey. It says so right on the game board. And new users are often concerned that showing “Collaboration” on the board will negatively influence results. Well, my comment is that you can be rest assured that they will NOT pay a whole lot of attention to that and will often not collaborate but compete to win!

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People in the workplace, like in our schools, most naturally tend to work toward competing to win, even when it serves to sub-optimize overall results. And they will often use Darwinism and “survival of the fittest” to help explain those choices, even though social societies benefit so much more from collaboration. Survival of the fittest is a concept that focuses on benefits to the social group much more so than to an individual.

All I can say is that it sure is fun to run a game and then focus on the results of that game as driven by the choices that people make, especially when it is totally clear that inter-organizational collaboration will offer a much more positive impact overall. Our organizations are ALL like that — collaboration is key.

And reflection is likely to help generate some improvements; that is why we play the games!

The Search for The Lost Dutchman's Gold Mine

Fore the FUN of It!

Scott Debrief

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.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

(* I actually tried to look up a source for this and the web is apparently attributing this to Ian Percy, but I’ve heard this for a lot longer than he could possibly be speaking on these issues. More likely Robert Dilts or one of the other key people in the NLP community, I might guess…)

Trust is the Residue of Promises Fulfilled – An Update

My friend Frank Navran once quipped that,

Trust is the residue
of promises fulfilled

and that quote has stayed with me for 20+ years. So, in my work on designing a new team building game that will anchor to trust, Frank and I reconnected and he pipped me over to Barbara Kimmel, who is the Director of Trust Across America. You can click on the link below and pop over to her website.

Trust Across America Logo

Like me, Barbara likes to use statistics and logic to link from these touchy-feely things like “engagement” or “trust” to real issues of organizational results. Some data she shared were of interest to me, so I reproduce some of that data here so you can head over to her blog — this section is called:

The Hard Costs of Low Trust

  • Gallup’s research (2011) places 71% of U.S. workers as either not engaged or actively disengaged. The price tag of disengagement is $350,000,000,000 a year. That approximates the annual combined revenues of Apple, GM and GE.
  • The Washington Post reported that, “the federal government imposed an estimated $216,000,000,000 in regulatory costs on the economy (in 2012), nearly double its previous record.”
  • The six biggest U.S. banks, led by JP Morgan and B of A have piled up $103,000,000,000 in legal costs and fines since the financial crisis (Bloomberg, August of 2013 — which also probably did not pick up a good bit of those recent settlements!)
  • According to The Economist Intelligence Unit (2010), 84% of senior leaders say disengaged employees are considered one of the biggest threats facing their business. (Only 12% reported doing anything about this problem!)

You can read more about this issue and go to her blog by clicking on this text

There are lots more statistics and I refer to bits and pieces of much of the literature and statistical proofs of impact of building trust and involving and engaging people in a wide cross-section of my blog posts about people and performance. Many of the key phrases below link to my blog articles on people and performance. For example, you can read my article on Building Trust clicking here.

This trust gap negatively impacts so much of the workplace. It directly impacts morale and increases employee turnover and decreases engagement. It is an issue of management and leadership. And it is not an issue of adding more extrinsic rewards to generate desired performance or improve results — those actually just work against you and often make the workplace LESS collaborative.

One of the potential tools you can use is the approach of building more collaborative teams and generating more alignment to shared goals and missions. Those kinds of initiatives tend to pull people together and generate improved morale, peer support and intrinsic motivation to improve.

You can see our Slideshare presentation and find out more information about our team building simulation for improving organizational performance results by clicking on the Lost Dutchman icon below:

Slideshare Dutchman icon

And if I can help you frame up or discuss different issues and opportunities around your organization’s performance improvement and trust building, please contact me directly. I actually answer my own phone!

For the FUN of It!

Scott Debrief

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.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com or at 864-292-8700

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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