While the majority of communication in a work team is about work, there must also be time for personal statements, and emotional concerns to be raised. A healthy team is able to communicate joy and upset equally well. The reality is if a team can only talk about the good times and the raw data, without addressing interpersonal concerns, the chances of staying and getting stronger are minimal.
While this week has focused on technology, generational differences, and integrating various views, the shared personal concerns are rooted in e
motional realities as much as they are in logical processes. In the book Presence: Human Purpose and the Field of the Future, the importance of emotionally honest communication among teams is best said on page 39, it reads…We all know that a team that can’t tell the truth about its emotional state
limits its strategic thinking as well, because the cognitive and emotional are
so connected.
‘Limits its strategic thinking’… ‘can’t tell the truth’… these are very powerful words and they dive right into the deep end of the team dynamics pool. What your team will gain, and what they may have to give up to create powerfully honest communication can be painful and challenging. Ultimately, the reward is the kind of synergy we witness among Olympic team athletes.
An Olympic Goal
What would it feel like if your team communicated honestly about emotional triggers affecting individuals ability to perform well? How might you perform more cohesively? What kinds of innovative ideas could you explore? These are the types of questions that lead to an Olympic level of communication and teamwork. Every team has the ability to be more than a group of people who work toward a common goal. People come together to co-create and through honest communication a team creates harmonious interdependence that respects and empowers each person’s contribution.
Chris Widener writes on InsideReports.com,
We are all part of teams. Our family is a team. Our place of work is a team. The
community groups we belong to are teams. Sometimes we are the team leader or coach, while other times we fulfill the role of follower, or player. It is so important then for us to understand teams and how they
work, especially those who achieve success – the achievement of their desired
goal.
Here is a "Successful Teams" Checklist for your evaluation…
Is there communication between coach and players and from player to
player?
Is your team committed to excellence?
Do those on the team know what it means to follow?
Does everyone on my team know their specific role?
Do team members regularly operate on their strengths instead of their
weaknesses?
Does our team take a break from time to time to just have fun
together?
Do we understand our common goals and vision? Can we all state it
(them)?
Is there a sense of and communication of genuine appreciation among
my team?
In each of the elements listed, emotions play a part either in the fulfillment of a goal, or in falling short of a goal. The objective is to ensure you are integrating emotional communication alongside logical decision interaction. A simple place to start is by asking at your next team meeting the following three questions:
1.How do you feel about the direction of the team?
2.What feelings come up around this topic?
3.Would you say you have a positive or negative feeling about this idea?
Give it time, and ask often. At first you may find resistance, or silence, over time by asking for specific emotional responses you will begin to create an environment where the emotional terrain is part of the logical terrain. Take your time and know the types of questions are just as important as those about facts and figures. Be persistent, and even consider introducing these questions as a closer or opener of team meetings to build a better balance between the intellect and emotional centers – your team will thank you.
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