Category Archives: Teams

Out of the Fall Line

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In the sport of snow skiing, control is achieved by counter-intuitive thinking. As speed increases, and the skier becomes “out of control,” conventional thinking causes the skier to lean backwards. This disastrous response moves the front edges of the skis off of the snow creating less control and increasing speed. The counter-intuitive response is to shift the body-weight forward, creating leverage on the front edges of the skis, giving the skier the ability to turn out of the fall line, resulting in skier control and a decrease of speed.

I see many managers attempting to gain “control” of their teams using force, command and control, threat of firing. Those of us with children know the futility of these efforts. The counter intuitive response is to ask questions instead of telling, to ask for commitment instead of demanding. It takes more time, requires more patience and has a longer lasting impact. Sometimes it even works with children. -TF

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I Saw Something Today

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Esteban was disturbed. His last conversation with the lead tech on the floor clearly indicated the line workers had no clue how their product was being installed or how it worked once in operation. They had been having quality problems, it seemed forever. Just this past month, they had added a third QC person to staff the last shift to catch the errors quicker.

“Everybody on the bus. We’re going to make a visit to one of our best customer locations to see how our manufactured equipment works in the field.” There was a sudden excitement on the floor, a conversational buzz. Esteban was sure it was because everyone was getting paid and didn’t have to produce any product while they were on the bus. It was like a vacation.

Once on the bus, but before they pulled away from the shop, Esteban distributed a dozen drugstore cardboard cameras and some pre-printed 3×5 index cards. On the card was printed, “I saw something today.” Esteban explained they were to look for specific examples of quality issues that had an impact on the way things worked in the field. It could be about the way something fit together. It could be about the speed of the units and the volume of production at the customer’s location.

I Saw Something Today became the central piece of their quality initiative. The team built a quality book complete with photographs of things that worked well and not so well.

What would your quality book look like if your team put one together? No typing allowed, just 3×5 index cards complete with pictures. -TF

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No Respect

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Question
I just don’t know how to gain their respect. Sometime in the meeting, it’s as if they are not even listening to me. They nod and agree, promise to follow through. The next day, they are back to the same non-productive behavior. They don’t even respect the meeting. They show up late, sometimes not at all. Where are their priorities?

Response
Rodney lives on in the lives of many managers. Expecting respect, demanding respect didn’t work for Mr. Dangerfield and doesn’t work for most managers.

You will never gain respect until you, as their manager, bring value to their thinking and their work.

Stop thinking about yourself and start thinking about your team member. If you, as a manager, want to bring value to the thinking and work of your team members, start by asking them questions. Through questions, you can help them clarify, explore, challenge, plan and follow-up.

In my years in the classroom, I have found that no one really listens to me, anyway. So, I stopped lecturing and started asking questions. Something happened. My students started learning from themselves.

Start. Start asking questions that bring value to the thinking and work of your team. Rodney will rest in peace.

Oh, if you are not getting the response you want, you are asking the wrong question. Happy New Year -TF

Managing Agreement

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This meeting was different. “Business as usual” was shattered like crystal on a marble floor. The usual comfort level was suddenly traded for a stomach flipping tension-filled discussion.

“I am sorry, but I have to disagree.” The silence dropped, eyes got wide, butts in chairs started shifting. Someone cleared their throat. This team was at a cross roads. The next few minutes would determine whether it engaged in productive work or disengaged to avoid the conflict currently on the table.

This is not a question of being able to manage the conflict, more a matter of managing agreement. In fact, the more the group tries to manage the conflict, the more likely the agreement will be coerced and compromised with the real issues suppressed, perhaps even undiscussable.

Conversely, if the group engaged in a process to manage agreement, the conflict might be heard, even encouraged, thoroughly discussed. Opposing viewpoints might be charted out and debated. Expectations might be described at both maximum success and dismal failure. Indicators could be created with contingency plans for positive and negative scenarios.

Does your team manage conflict to make sure discussions are comfortable and efficient?

OR…

Does your team encourage spirited discussion of both sides of an issue? When things get uncomfortable, can your team live through the stress of conflict to arrive at a well argued decision?

When I look around the room and see that each person is comfortably sitting, I can bet the issue on the table is of little importance. But, if I see stomachs tied in knots, this issue on the table is likely to be important. —TF