There is no 'I' in Team...
There's a Whole Bunch of Them
Self-Leaders make not only the best Team Leaders,
but also the best Team Members
In today's remotely distributed organizations, the question "Who are we?" never gets to be answered or discovered by the "we”
Because no time or place is made for it
What You Need
Team Identity-Awareness and Culture-Building Methodology
4 Simple Questions Team Members never get to be asked,
and never get to answer
Answers every Team Leader must know
COVID-19 Update
The pandemic has provoked unprecedented, in many cases unplanned-for growth of virtual teams, as employees are forced to work from home.
Without physical presence, team culture becomes even more unknowable as
the "who are we?" question, never mind its answers, falls off the radar.
Team identity-awareness is now more urgent than ever
Isolated in their at-home silos, the effectiveness of home-workers depends on how well they can lead themselves.
Every at-home-worker has now been promoted to become their own Self-Leader.
There is no technology to replace the cultural intel readily available in the office
It's the connections between Self-Leaders that creates culture. When there are no connections, there is no culture.
Team culture can quickly whither as team members isolated from a shared physical workspace know less and less about the team they are a part of and are contributing to. Increasingly interacting only in contexts of the job at hand paradoxically undermines productivity, innovation, engagement, and growth.
So how is work-team culture-creating kept vibrant when the channels for discourse for remote workers typically default to just those related to tasks and project management?
TeamView provides the necessary interpersonal nutrition for engaged, innovative, interconnected work teams, enabling connection that unleashes latent team resources by transcending task management and trivial socializing.
Team Culture "Elephant in the Room" Disconnects
What's Your Biggest Blind Spot?
1.
Culture is made up of/is defined by/is the result of the people within it, yet we go looking for culture everywhere else, thinking it exists someplace else – take away the people and there is no culture
2.
We want to empower team members to make even greater contributions but the only contribution metric being regularly measured (and thus being recognized) is task-based quantifiable individual productivity
3.
We want team members to feel a sense of belonging/that they are part of something, but the only forums where that can be experienced are organized social events, off-site retreats (pre-COVID), and progress meetings (but seldom where the work really happens)
4.
We want to break down departmental silos, but the more productive team members are the more they become increasingly land-locked in the silos of their own individual expertise (especially with remote team members)
5.
We aim to build learning organizations, but the collective and individual wisdom of team members goes unrecognized and unknown when there is no forum for its expression
6.
We talk about community, but it is only defined by corporate organized events and 'down-from-the-top' purpose and mission statements
7.
We celebrate diversity, but conformity to the official team identity is all that team members are able to know themselves as being part of in the absence of channels for ordinary individual perspectives to be expressed and recognized
8.
We crave agile organizations, but when relentless fixed focus on committed project completion prevails, we stop connecting, and we stop creating, and become trapped in endless cycles of reaction
9.
Community is defined by/experienced through the project(s) at hand, rather than by the people working on them
10.
Getting to know what fellow team members know is limited to only what is needed, and only in circumstances where individual tasks intersect or overlap
11.
Collaboration is counter-productive when multiple people are brought together to solve a problem and forced to share the same knowledge and perspective; the resources of co-workers are wasted when the focus is only on already predetermined ways of getting the job done
12.
Productivity platforms expected to foster vibrant internal dialogue result in app fatigue, subscription overload and further isolation and burnout when relied on as the sole context for IRL (In Real Life) conversations
It Doesn't Have to Be This Way
All it takes is 4 Simple Questions team members anonymously answer every day.
Really?
The idea that complex problems can benefit from simple solutions seems counter-intuitive.
But you won't know until you try it.
Send me an email and I'll tell you the four TeamView questions.