“Dare, Believe & Deliver” – Samer Khouli
TargetCW’s Coach This! took place in June of this year at The Ritz-Carlton Rancho Mirage. The goal of the corporate retreat was to spark the conversation around mentorship and development. We want to create a culture and community that expresses gratitude, and, this retreat was all about learning just that. We discussed a strong move away from strategic misalignment where the mission, structure, system, processes, and rewards are not mutually supportive and a push towards further exemplifying our three core values.
- Where are you now?
- Where do you want to be?
- Own, don’t blame asking “what’s my part in all of this?”
- Practice gratitude
- See the good in people
- Appeal to the more noble motive
- See the human
- Trust and celebrate
- Take time to create
- Take calculated risks
- Have the courage to fail
- Seek and perform in excellence
- Stop caring what others think of you
- March to the beat of your own drum
- Show up when people need you
- Own up to failure
- Have courage, connect and communicate
- Build relationships
- Build people up (help others see themselves the way you see them)
- Stir up potential
- Be a chameleon, willing to change and become all things to all people so you can LEAD
- Be vulnerable
Why are healthy teams important?
Employee engagement begins in your teams’ microculture. It needs to be planted there and then can be harvested in the rest of the company. Team dysfunctions are largely due to one the below five issues or CCART (Conflict, Commitment, Accountability, Results, Trust).
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattentions to results
- Absence of trust (the foundation)
Fear of conflict is the desire to preserve an artificial harmony. This stifles the occurrence of productive ideological conflict. You can combat this by making teammates feel appreciated and understood, even in difficult situations.
Lack of commitment is the lack of clarity or buy-in. This prevents team members from making decisions they will stick to. You can combat this by committing to team goals and doing whatever is necessary to accomplish objectives.
Avoidance of Accountability is the need to avoid interpersonal discomfort. This prevents team members from holding one another accountable. You can combat this by keeping colleagues responsible for their duties and striving to learn and do more.
Inattention to Results is the pursuit of individual goals and personal status. This will erode the focus of collective success. You can combat this by sharing accomplishments with the team while leaving your ego at the door.
Absence of Trust is the fear of being vulnerable to team members. This prevents the building of trust within the team. You can combat this by being open and accessible.
- Why is your company culture strong?
- Describe your team’s microculture.
- How is your team’s microculture different than the overall company culture?
- What is one concern about your team’s microculture and why is this a concern?
We took an in-depth look at leadership and how we view it here at TargetCW. We saw that in the past, leadership was something tangible and finite. Now, we are learning to view leadership in a more holistic way, something evergreen and constantly evolving. Good leaders are more concerned about what is right than about being right, about acting on good ideas even if those ideas aren’t their own, about embracing new truths, tolerating competent mistakes and using these as teaching moments, and recognizing the contributions of the team. At TargetCW, we believe that leaders are not egocentric and instead are passionate about serving others.
Another topic of great discussion was that of teamwork. We analyzed how we can all become the ideal team player and how we can encourage and inspire other members of our team to do the same. We define The Ideal Team Player (from The Ideal Team Player by Patrick Lencioni) as excelling in three major categories: Hungry, Humble and Smart.
Hungry is the desire to make things happen, to ambitiously active and execute, to have an endless drive that pushes toward success. Humble is all about modesty, taking a backseat to your own successes and agenda while making time to learn from others. Smart is the ability to be self-aware, to read people and navigate them. This is about understanding, interacting and relating. In order to practice these three objectives, we need to be active, strong, honest, real and open.
So how do we increase our resilience – adapting well in the face of professional and life stresses? The key to this is again tri-fold: a realization in the key activating event that caused the stress, understanding and recognizing our beliefs or thoughts relating to this event and finally understanding and evaluating the consequences of these beliefs. Listed below are the common thinking traps that most often get us into trouble. Becoming cognizant of these traps, being able to identify them and then work through them in a positive way, will help us to bounce back!
Common Thinking Traps:
- Catastrophizing(or magnifying) – Exaggerating the importance of something
- Minimizing– Minimizing the importance of something
- Filtering– Focusing on the negatives and ignoring the positives
- Fortune-Telling– Making a negative interpretation of an event or situation without looking at the facts
- Personalization– Always blaming yourself or making the situation about you
- All-or-Nothing Thinking– Looking at things in black and white categories
- Overgeneralization– Seeing a single event as a never-ending defeat or failure
- Emotional Reasoning– Assuming your emotions reflect the truth of a situation
Once we navigate what it is to become the ideal team player ourselves and how we can increase our own resilience, the next best practice is to apply this across our respective departments. Spreading the love of introspection and self-realization to increase awareness should proactively allow us to work towards a common goal. In principle, by instituting this philosophy in our individual departments, ultimately the company in its entirety, should move in the same upward direction.
Department Recap Questions
- What do we believe in around here?
- How do my strengths contribute to the department’s goals?
- How can I be more intentional in my role?
- Who are my partners/advocates?
- What does my future here look like?
Time to Reflect
- Think of a time when your department/team was facing a difficult situation OR adversity…
- What was the activating event?
- What were your beliefs about the event? Your colleagues’ beliefs?
- Did you fall into any of the thinking traps when evaluating that activating event? If so which one(s)?
- What were the consequences/outcomes? How could you manage that same event better and/or differently if it were to happen again?
You can download all of the team-building exercises here and complete them with your team.
Ideal Team Player content is based on an original idea by Patrick Lencioni (https://tablegroup.com/books/ideal-team-player).