Teamwork Archives - Page 26 of 32

Wrongful termination

The Human Resources departments in American companies – especially large ones – have become very careful in how they handle employee performance appraisals. Not only because they strive to develop their talent, but also in order to avoid lawsuits. Even well-designed appraisals can lead to a lawsuit if they are poorly implemented or applied in an inconsistent manner.

Because U.S. labor courts continue to make exceptions to the once solid At-Will doctrine, employers face greater requirements to prove legitimate business reasons for many personnel actions.

At-Will employment is a term used in American labor law for contractual relationships in which an employee can be dismissed by an employer for any reason and without warning.The rule is justified by its proponents on the basis that an employee may be similarly entitled to leave his or her job without reason or warning.

At-Will employment gradually became the default rule under the common law of the employment contract in most states during the late 19th century. Over the 20th century many states modified the rule by adding an increasing number of exceptions, or by changing the default expectations in the employment contract altogether.

Signs That You’re a Micromanager

“Signs That You’re a Micromanager.” Muriel Wilkins. November 2014. Harvard Business Review.

“Absolutely no one likes to be micromanaged. It’s frustrating, demoralizing, and demotivating. Yet, some managers can’t seem to help themselves. The signs are clear:

You’re never quite satisfied with deliverables. You’re often frustrated because you would’ve gone about the task differently. You laser in on the details and take great pride in making corrections. You constantly want to know where all your team members are and what they’re working on. You ask for frequent updates on where things stand. You prefer to be cc’d on emails.

Wilkins suggest four things to reduce micromanaging:

Get over yourself. We can all rationalize why we do what we do and the same holds true for micromanagers.

Let it go. The difference between managing and micromanaging is the focus on the micro. Let go of the minutia.

Give the what, not the how. There’s a difference between sharing that expectation and dictating how to get to that result.

Expect to win. Be clear on what success looks like. Provide the resources, information, and support needed to meet those conditions. Give credit where credit is due.

The Buck Stops Here

The saying “the buck stops here” is used to refer to the person who takes responsibility. It is derived from the expression “pass the buck” which means to pass responsibility from one person to another.

The phrase “pass the buck” comes from the game of poker, in which a marker, called a buck, was used to indicate the dealer. When changing dealers, the first dealer would “pass the buck” to the new one, thus passing responsibility.

During his presidency, Harry Truman kept a sign on his desk, which read “The Buck Stops Here.” It was his way of showing that, as the leader of the United States, he was responsible for anything that happened in the nation.

He also made several references to this quote during his public statements, and in his farewell address, President Truman said “The President – whoever he is – has to decide. He can’t pass the buck to anybody. No one else can do the deciding for him. That’s his job.”

Meetings

One way to get a sense for the importance of short lines of communications within an American team is to observe those lines. Team meetings: How often are they scheduled? How long do they last? Who takes part in them? What topics are addressed? How much detail do they go into?

Team or staff meetings play an important role in American teams. They help management and the team maintain an overview of their most important work. Information flow is supported. Current developments, problems, complexities can be addressed immediately. If well run, staff meetings can be motivating. Management remains „in touch“ with the team.

Frequent meetings are standard practice in the American business culture. According to the National Statistics Council, 37% of managers and white collar worker time is spent in meetings. Other data indicate there are 11 million business meetings every day or roughly 3 billion meetings per year. According to a Verizon study, „Busy professionals attend over 60 meetings each month. However, most say they cannot attend all meetings to which they are invited due to the tremendous demands on their time.“

The Verizon study found that “different meeting types were characterized by different patterns of meeting purposes. On average, in-person meetings are more likely to be sales-related, video conferences are more likely to be centered around updates and information-sharing, and audio conferences tend to consist of updates, brainstorming, and strategy development.”

According to a study done by the University of Tulsa and the University of Arizona, about 25 percent of American business meetings were between 31 and 61 minutes long. “The average time participants spend to prepare for, travel to, and attend an in-person meeting involving five people is 53 hours and 24 minutes. This is more than three times the time involved in an audio or video conference meeting.”

When meetings are required somebody must decide who should be invited and who should be excluded. One researcher found that “not having the ‘right’ people is one of the leading causes of unproductive meetings.” More than a third (34%) of 3M Study participants report only some (30%) relevant people attended meetings.

A common complaint from American businesspeople is that key decision makers are not present at meetings. Therefore, much time is wasted discussing topics that no one at the table has the authority to make decisions about.

However, another study encourages meeting planners to exclude senior-level leadership if at all possible. “Avoid and resist senior managers and directors attending your meetings unless you can be sure that their presence will be positive, and certainly not intimidating. Senior people are often quick to criticize and pressurize without knowing the facts, which can damage team relationships, morale, motivation and trust.”

Off-line

Discretion: The quality of having or showing good judgment; ability to make responsible decisions; individual choice or judgment; power of free decision or latitude of choice within certain legal bounds; the result of separating or distinguishing.

Off-line: Americans prefer to discuss sensitive matters „off-line“, meaning to do so privately, one-to-one, separate from the other team members. A capable team lead knows how to practice this kind of discretion while signaling to the other team members that the sensitive issues are being addressed and not „swept under the rug.“

humiliate: To reduce to a lower position in one’s own eyes or others’ eyes. From late Latin humiliate – ‘made humble,’ from the verb humiliare.

Cohesion: The act of forming a united whole. Mid 17th century from Latin cohaes – ‘cleaved together,’ from the verb cohaerere, on the pattern of adhesion.

During World War II, on August 3, 1943, General George Patton slapped a soldier who was hospitalized for psychoneurosis, accusing him of cowardice. The incident nearly ended Patton’s career. A week later, in a far less publicized incident, Patton slapped another soldier, who had been hospitalized for his “nerves.” Many members of Congress and the press called for Patton’s removal from command.

Bobby Knight, one of America‘s most innovative and successful college basketball coaches, was known for his straight-talking, open, honest and impatient, combative personality. After almost thirty years of extraordinary success at the University of Indiana, Knight was fired for very minor indiscretions involving players and students. Mr. Knight once said: “When my time on earth is gone, and my activities here are past, I want them to bury me upside down, so that my critics can kiss my ass.”

Wayne “Woody” Hayes (1913-1987) was the football coach at Ohio State University for over twenty-five years, with a career record of 238 wins 72 losses and 10 ties, winning five national championships. Hayes challenged his players to be the best, often becoming impatient and angry, at times physically rough with them during practices. His career was ended after a 1978-game in which he physically attacked a player on the opposing team.

MBWA

Management by walking around (MBWA) was an idea made popular by the 1982 book „In Search of Excellence“ (Tom Peters, Robert Waterman) emphasizing the need for senior-level management get back in touch, or to be in closer touch, with their organizations.

MBWA recommended unscheduled visits by managers to their teams, in their operations, in order to ask questions, offer support, and to answer questions „at the ground level.“

Although thought by many readers of the book to be something new, MBWA, like so many other business management fads in the U.S., has been practiced by Americans in leadership positions for many generations.

… of the Month

Americans value public recognition. To be recognized in the presence of peers, customers, friends, family brings real satisfaction. And it takes place on a daily basis in the U.S.

In schools, at the worksplace, in sports, politics and business. Americans track the ups, the downs, who’s winning, who’s losing. The more quantifiable, the better. Statistics. Rankings. Percentages.

It can be comical. It can be inflationary. In some cases, it has become a bit absurd. But it speaks to both the importance and the form of feedback in American society. Americans are motivated by recognition, given in public.

Acknowledgement: recognition or favorable notice of an act or achievement.

Face-time

Face-time is an informal term Americans use to describe direct communication between team member team lead. Some team members focus on their work and are less concerned with their level of personal interaction with management.

Others believe – and some evidence supports – that the more often they are seen by their management, the more favorable the perception is of their work.

Because Americans continue to link success with „hard work“, defining it in terms of hours spent in the office – starting early, ending late, coming in on the weekends, instead of work results and their impact on the bottom line – getting face-time remains common.

Going on Operations

U.S. military leaders have a long tradition of showcasing themselves as both capable decision makers at the strategic level and capable soldiers at the tactical level. One famous example is a widely published photograph of General Douglas MacArthur charging through the ocean surf during a World War II beach landing in the Philippines. This scene depicts him as a leader who leads from the front.

Equally famous from World War II involved General Dwight Eisenhower, later U.S. President. On the eve of the D-Day invasion, Eisenhower went to meet with paratroopers of the 101st Airborne Division who would be leading the airborne assault.

In his book My Three Years with Eisenhower Captain Harry C. Butcher writes, “We saw hundreds of paratroopers with blackened and grotesque faces, packing up for the big hop and jump. Ike wandered through them, stepping over, packs, guns, and a variety of equipment such as only paratroop people can devise, chinning with this and that one. All were put at ease.“

A contemporary example of a strategic-level leader is General Stanley McChrystal. In June 2006 McChrystal’s team successfully hunted down Abu Mousab al-Zarqawi, one of the most wanted men in Iraq. McChrystal reportedly accompanied his men on the mission to retrieve al-Zarqawi’s body. He frequently accompanied soldiers under his leadership on operations.

“Do not criticize me in front of the team”

American football. The professional league – NFL. Green Bay, Wisconsin. Cold. Very cold. The Green Bay Packers, the dominant football team of the 1960s. Their coach, Vince Lombardi, one of the greatest of all time. Their quarterback – play-maker, Spielmacher – Bart Starr.

Starr: quiet, serious, disciplined, selfless, talented, understated, fully focused on one goal only, winning. Winning championships. Starr to Lombardi: “Do not criticize me in front of the team, instead just the two of us. Otherwise I cannot lead the team.”

Listen to minutes 3:45 to 4:30