As we end the year, we celebrate 37 weeks of posts for our blog Gears in Motion: For Teams and Those Who Lead Them. I want to thank Russ Sarratt and Rusty Chadwick for their contributions in getting this new endeavor for WinShape Teams off the ground.
So far, our blog has covered topics aimed at helping teams succeed and encouraging leaders to be more effective. Some posts discussed various books on leadership; however, we also introduced you to two team models we use when introducing positive team culture to our clients: Team Essentials and Creating Community.
Reflecting back on this series, there are three posts I want to highlight – Encouragement, Trust, and Sacrificial Service.
Encouragement – Everyone needs encouragement and it’s free to give. A team that encourages one another is a team that can tackle any goal. To encourage someone effectively, you must first recognize and listen to the recipient. Affirm them by being empathetic. Then provide a positive perspective, advising and challenging them, while showing continued support. (Adapted from 4 Steps of Encouragement, Bell, 2015.)
Trust – This is an elusive term that basically means having confidence in something. Two dynamics of trust are character and competence; mastering them will increase trust. Your character shows integrity and intent; competence establishes capabilities and results. Lack of communication and dishonesty are major factors in the deterioration of trust. (Adapted from 4 cores of Trust and Credibility, Covey, 2004.)
Sacrificial Service – Sometimes it is easy to serve; some people really enjoy it. But serving sacrificially is what will really promote the creation of community at your organization. “Sacrificial” means it costs you something (like your time, attention, money, even recognition) that will then be given to someone else. People notice when what you give costs you something and that fosters appreciation. Appreciation promotes loyalty; loyalty strengthens community.
If we can build upon these three practices: encouraging more, building solid trust, and serving one another intentionally, then our teams and those we lead will be stronger, healthier, and more fulfilled and ready to change the world around them. What world are you trying to change?
This year is ending quickly. During this time in which work slows down and you have time to breathe, evaluate how you are doing in these areas. Focus on an area in which you have identified gaps and make a plan to improve. First, think with the end in mind—what outcome do you hope for? Then list between two and four tasks that will help you reach this goal. Finally, set your plans by assigning dates to tasks and goals. Stay the course and record your progress. Evaluate after 30 days, 60 days, or 90 days.
This blog is meant to help you improve, but it will require your motivation, dedication, and perseverance to see results. We are here to help. If we can assist you in your team development or leadership journey, don’t hesitate to contact us at 706.238.7717 or email us at email@example.com.
By Ricky Escobar