Few benefits of corporate team building and how to to increase productivity. Interfering in someone else’s core proficiency might hinder with the results You are to get.
I was getting my house renovated, when this incident, that I am about to narrate, happened.
There were two contractors working on two different aspects of the house renovation. Both had different ways of getting things done.
Contractor A started interfering in everything that the worker did. He would constantly nag them and actually, irritate them. When the two contractors sat to discuss the different parts of the renovation, and how their work needs to collaborate, contractor B could no longer hide his curiosity. He asked A why he was so interfering and commanding. To that, A replied that if he did not interfere then these people would not do their jobs properly.
What B said next was interesting and a complete fact. He said, if you have appointed people for these jobs, you have obviously selected people with the core expertise, then why would you want to interfere in their core expertise? If you knew how to do it, you would not appoint them. In fact, by constantly nagging them, you are actually reducing their efficiency, and increasing the workload.
Contractor A thought about it for a while. Though he felt slightly hurt for being corrected (after all, the ego is a thing), he decided to adopt the words spoken by B and stopped throwing around his advice. Eventually, the work got done faster and with better quality. He realized his folly and told B how he learnt a lesson. The fact was that not only did the contractor learn a lesson, I too learnt a lesson that day. I learnt how I should not interfere with the people working under me, and how they conduct the day. I should just be concerned about the results and the delivery.
A practical example from my real-life experience – benefits of corporate team building
After this incident, I obviously did not really inculcate this principle, as we normally do with other’s learning. Once I was made to handle a remote team, which was located globally. There were team members who belonged to different cultures and continents. Basically, how each one of them looked at the project was different. So, I tried intervening with the work almost everyday, and everyone thought I was trying to teach them.
I wondered, if I was, and was that my intention. After a lot of issues with the resources, I sat back and reflected on what was happening, as was the case with me. I went back to the incident with the contractor, and realized I was interfering in their work, and was not allowing them to carry out the things as they wanted. Instead of getting the work done, and ensuring everything goes smoothly, I was the one causing issues. I sat with them again, and made them realize that my only intention was that everyone should be in sync but, somehow I was not getting it.
They made me realize that in sync does not always mean one way or methodology to work assigned. They could all work in different ways yet, they should manage to get the work done right.
After that, I allowed them to go individually with the work but, collaborate over issues and work progress. After a month, I saw that we had achieved almost all the milestones, and were steering ahead of the project deadlines.
All I did here was trust their working methods, trust them on collaboration and allowed them to get the work done at their pace. It worked!
What can be the right Corporate team building Activities & Tips ? Best team building activities for Corporate
Here are a few pointers that I took home from both the incidents
- Employees like to be empowered. They don’t want to go to their bosses to seek permission for every little decision they want to take. If you are going to handle every aspect of the project, and each decision needs to be passed through you, then it is likely that the project will get delayed. If you have experts on a particular subject working under you, and you believe that they should ask you before committing to a decision, you are questioning their capabilities and understanding of the subject. Instead of making them go through you for every decision, empower them for a few decisions. It will make your life easy
- Trust their capabilities. As clichéd as it may sound, a way to the employee’s heart is through trust. If you have employed someone who is skilled in the job you have for them, then you ought to trust their capabilities. For instance, if you have employed a React Native developer, then you can’t offer advice in that stream, as you are not aware of the technicalities. You ought to trust his instinct and then take his solutions into account. At the most you can call for a healthy discussion but, actually sitting and getting the things done is something you ought to avoid
- It is important for employees to be accountable for the work they are doing. It is only when you trust them to do their work, and accept that they have the core capabilities that you can make them accountable for what they are going to give you. With accountability, even if the employees make mistakes, you can easily make them realize it, and correct it. If they don’t make mistakes and stay guided by you, then you are just slowing down the project, and even making the mistake of reducing the overall efficiency. The time-to-market is increased and you give your competitor the chance to release the product first
- If you want the employee to behave in a certain manner with respect to the completion of the project or other aspects within the organization, make sure you show that kind of behavior. You need to be the model leader if you want a model employee. Instead of interfering with the employee’s niche, you should try to model in ways in which the employees stay motivated. Your main goal is to keep them engaged, and try to get them to do more work smartly, and without feeling burdened. For this, you might want to incorporate gratitude and kindness in your organization. An appreciative culture wins’ trust and gets people to be more proactive
- Instead of interfering with the core expertise of your employee, try listening to their version of the story, and find out how you can help them. instead of helping where none is needed, you should insist on finding ways to have a dialogue with the employees and address the concerns raised by them
There are times when you will be tempted to interfere with what your employees are doing, and actually telling them how to work in their niche. Don’t give in to this temptation. Trust them to do their best, and give out great results.
If you want a win-win strategy for your organization that will increase accountability and productivity, schedule an appointment with me via email or phone. We can discuss how your organization is working at the present time, and what improvements we can bring in for positive growth.