Accountability is a very hot topic for a team I am working with. Last week we confronted it head on and talked about accountability versus responsibility versus authority. Do you know the difference? And could the distinction be useful for your team? What we thought would be a simple conversation turned very complex very quickly. If you would like to find out more, feel free to get in touch.
Thank you Tammy Turner, MCC for the material that formed the basis of the conversation.
I don’t mean a legal contract that is signed by all parties, I mean an agreement on how you work together. Every time someone joins or leaves a team, or changes roles, there is a significant impact on team dynamics. Openly talking about the impact of this and agreeing expectations of each other is good discipline and can mitigate future drama. I am preparing for a session with a team this week and this is one of the topics we will be covering. If you would like some help on how to frame up a contracting conversation, please get in touch.
I have been thinking about the biggest issue facing teams right now – without doubt it is change and uncertainty. Many of you will be familiar with the Kubler-Ross change curve below. I know I have referred to it many times to normalise my own emotions around change. I think the change curve can also be applied in a team context. Change in the environment, change in business focus and priorities, change in organisation structure and resources, all elicit emotions of grief that impact a team collectively. Talk openly as a team about how change and uncertainty is impacting you both individually and as a team.
