3 Blocks to Success in any Company:

3 Blocks to Success in any Company: Sure Signs of Team Conflict, and what to do about it.

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When your team suddenly stops Communicating, loses Commitment and Creativity – you are in the middle of Team Conflict that WILL stop your business in its tracks.

If you are an Executive, a Team Leader or a Manager of people – you must recognize these 3 C’s as blockages and signs of team conflict. Often this conflict is hidden below the surface, and most often it causes terribly stressful day-to-day pressure.

How will you know if these blocks are what is causing your team to stagnate, underachieve or just go through the motions of work, work, work, collect pay – work, work, collect pay?

Remember that these 3 Communication, Creativity and Commitment blocks could wipe your team OUT! So this is what you need to look out for, to catch conflict before it causes too much damage.

1. Look and Listen for the Communication Blocks.

Incessant gossiping and backstabbing, confusing cultural clashes, misunderstanding and miscommunications – are signs of a team that is in serious conflict and is in danger of self-destructing. |

These are simply signs that either communication is blocked, or your team members are by nature, personality, culture or communication style – simply unable to speak directly to the team members who can make a difference.

Look for people, who hide behind the CC and BCC on their emails. They are hiding from the responsibility of actually speaking to their team members. This will destroy relationships and communication within your team.

2. Identify the Creativity Blocks.

Creativity and innovation is the life blood of any growing organisation. And when this stops so does your team and your organisation!

The top signs of creativity blocks will emanate in direct personality clashes, negativity, bullying and arguing. This is a sign that team members are behaving as individuals, and do not recognize that other people add to them.

It is here where your team and company/ organization will become stagnant and more creative opposition teams will wave you goodbye, as they fly ahead.

3. Observe Commitment Blocks.

A lack of professionalism, disrespect for team members and clients, diminished – or no Professionalism, poor accountability, excessive absenteeism will let you know that your team is just going through the motions.

Are your team members merely going through the motions? Are they coming to work because “it’s a job.”

Remember! These 3 Top Signs – are Red Flag Warnings to any team leader, executive and/ or managers that something really has to change and it has to change FAST!

So start looking out for the 3 C’s – the blocks that will warn you when your team is in dire straits! And then take immediate action.

Put in place a team-agreed, team-managed code of conduct to cut away the causes of conflict and the resultant stress. If you don’t – your days will grind by in frustration, as you, or your managers, attempt to micro manage your team’s interpersonal relationships.

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace

Here is our latest site – I am publishing a book on Team COnflcit Resolution Strategies very soon,

Enjoy,

Brian

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: “How To Clear Stress & Conflict from Your Teams in 24 Hours!
These Fast, Effective and Simple Team Conflict Resolution Strategies Will Get Your Team Members Communicating, Supporting Each Other and Working Together – in the Long Term…

And You Can Use That Unity To Explode Sales And Get A Huge Advantage In Your Business…
… You Will See Results In As Little As 24 Hours… Without Mediation, Conflict Resolution, Therapists, Labour Lawyers or Psychologists,”

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace

Here is a snippet from our latest site. I am writing a book, which will be published soon! Go and get the report, it is free!

Enjoy,

Brian

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: “Sign up to get the Top 3 Signs of Conflict that you MUST Recognise in your Teams!
Get your FREE Report on 3 TOP Signs of Team Conflict for Leaders & Executives. Is Your Team in Trouble? This Free Report, worth $20, could Save you $1000’s in Lost Revenue.”

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace

Here is a snippet from my book, Team Conflict Resolution Strategies.
Enjoy,
Brian
Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office and Workplace: “How To Clear Stress and Conflict from Your Teams in 24 Hours!
These Fast, Effective and Simple Team Conflict Resolution Strategies Will Get Your Team Members Communicating, Supporting Each Other and Working Together – in the Long Term…
And You Can Use That Unity To Explode Sales And Get A Huge Advantage In Your Business…
… You Will See Results In As Little As 24 Hours… Without Mediation, Conflict Resolution, Therapists, Labour Lawyers or Psychologists,”

Diversity Training in South Africa

Diversity Training in South Africa: “Protecting one’s Turf – McDonnel’s road
Conflict will often arise in the workplace, when we cross into team members ‘domains’, the special little side-empires that they have built. Their ‘departments’, or their offices. They live in fear that this space will be changed, by those around them.

They live in a small space, and suffer their pains alone. They believe that no-one else has felt their pain. And they feel the need t0 fight to protect their turf and keep their pain, as a reason to live.

I was on one of the Isles of Aran, off the West Coast of Ireland, yesterday – with my beautiful wife, Arthie.

We were taken on a tour of the island by a man, on his horse and carriage… His name was McDonnel and”

Protecting one’s Turf – McDonnel’s road

Conflict will often arise in the workplace, when we cross into team members “domains”, the special little side-empires that they have built. Their “departments”, or their offices. They live in fear that this space will be changed, by those around them.

They live in a small space, and suffer their pains alone. They believe that no-one else has felt their pain. And they feel the need t0 fight to protect their turf and keep their pain, as a reason to live.

I was on one of the Isles of Aran, off the West Coast of Ireland, yesterday – with my beautiful wife, Arthie.

We were taken on a tour of the island by a man, on his horse and carriage… His name was McDonnel and a very talkative man was he. He explained at length about his 100 year old carriage, where it came from, how it was made and how it was built with special wood. “Steamed it to bend it, they must have.” he said – a number of times.

As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how “they” could make it better.

As each vehicle, bicycle and person entered into his 5 mile “domain”, he complained. They should not be on his road, they should move over…etc.

When a mini-bus needed to pass, he told us, “They shouldn’t be here. It’s not right. They are too big for the road.” He almost shouted under his wind-burnt lips.

As he went he commisserated with Jimmie, his beautiful horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop – he too was on Jimmie’s (McDonnels’s) road.

Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me – because surely, I would never understand – I was not from McDonnel’s road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.

Poor McDonnel. Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road. Alone by choice, and looking for somewhere or somebody to blame.

This is one of the many challenges that we face in the workplace and can be likened to departmentalism.

Enjoy,

Brian

McDonalds Road

What road are we stuck on?

Too often when we live in a small space, and we suffer our pains alone, we believe that no-one else has felt our pain. 

I was recently on one of the Isles of Aran, off the West Coast of Ireland, yesterday – with my beautiful wife, Arthie. We were taken on a tour of the island by a man, on his horse and carriage… His name was McDonald and a very talkative man was he. 

As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how “they” could make it better. As each vehicle, bicycle, person entered into his 5 mile “domain”, he complained. They should not be on his road, they should move over…etc. 

When a mini-bus needed to pass, he told us, “They shouldn’t be here. It’s not right. They are too big for the road.” He almost shouted under his wind-burnt lips.

McDonald earns about 50 Euro per day (+-R600), for the one daily trip that he and Jimmy, his horse, make. As he went he commiserated with Jimmy.
I am sure that if Jimmy could talk, he would complain about the stopping, too. His head bounced high, as he pulled off strongly, after each stop. He too was struggling on McDonald’s road.

Now I understood ole McDonald, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me – because surely, I would never understand – I was not from McDonald’s road, or the Isles of Aran. 

Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road. Lonely by choice, and looking for somewhere or somebody to blame. Poor old McDonald.

What road, or rut, are we stuck in? What do we need to do differently?