saurabh mahajanPMP, ITIL, PRINCE2| vodafonePune, Maharashtra, India
When and how to percolate a sense of respectful behavior within a team. I know it should be at the project start as ground rule for all. But team members will come and go, then how this ground rule can be maintained. Because a senior who himself/herself do not follow the rule of respecting others will teach their juniors the same or juniors might follow the same path as their senior.
Therefore a dignified way of behaving in project is very crucial to have a sense of self respect within team members.
Thus, When and how to percolate a sense of respectful behavior within a team. ? Saving Changes...
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Beth SpriggsHome Furnishings AssociationWoodbridge, Va, United States
That is a challenge, indeed. A few ideas:
1. Hold a team retreat in which you have sessions around Diversity, Equity, and Inclusion (DEI). Bring in a DEI coach to lead the session. If new team members join, then either hold another retreat or at least have the DEI coach connect with the new person
2. As a team, brainstorm and write up a list of what you want your team culture to be, a "Team Promise" of how you will work together. This way it's collaborate, so everybody is bought in, rather than being set top down.
3. Talk openly and directly with a few on the team who are in a position of influence (not necessarily power), and ask them to be role models, outlining together the types of behavior they would model. Practice with some scenarios how the role modeling could look. Saving Changes...
Gina AbudiPresident| Abudi Consulting LLCAmherst, Nh, United States
Ground rules - how will the team interact with each other, solve problems, resolve conflicts, share the workload, etc - need to be enforced regularly - especially for longer projects or in cases when team members are moving on and off the team. What "regularly" means needs to be determined - maybe once a month review the ground rules and evaluate what is working/what is not working and make changes as necessary. Certainly when new people join a team as a project manager I would sit with them and review ground rules to get their buy-in. Saving Changes...
Oh Saurabh. Great question. Hope you can find easy way of achieving it for all situations.
How much I wish this happens naturally without teaching/guiding/driving individuals from different educational, cultural, lingual and nationality background.
However, it is god that you have felt the need for it. Further, it is not necessary this problem occurs with seniors only. My opinion and experience is that this could be more a problem of individual affecting the functioning/performance of project team members and its impact on the project deliverable/product and so the business value of the performing organization.
As already commented, this has to be a learning process for you, your team and also higher up.
However, this can easily fail (not being pessimistic) as it needs every individual real commitment in sticking to the ground rules.
You are completely right Teams are temporary; projects are temporary so if you work hard to build a healthy and respectful culture at that level the effect will also be temporary. According to me Respectful behavior, positive & logical thinking, appreciation and respect for others work and thoughts, creativity are all values to be encouraged on an organization level. They should form the corner stones of basic organizational values and getting people to align to such values should be a never ending journey for an organization.
Though I believe such initiatives should be on an organizational level I also strongly believe that change starts from you and as Individuals we can do lot to encourage and enroll people to adapt such values;
1. Good Social skills and Positive Culture require constant effort by all participants.
Culture is the fabric on which an organization sustains on a daily basis giving a sense of belonging and support to everyone within its social dimension. Keeping the culture healthy and aligned with everyone within the organization requires effort from each individual participant.
btw: If the alignment is working this effort is effortless ?
2. Practice and share
Practice and share these values with everyone with or without encouragement. Don't get let down by small failures and temporary conflicts just always make sure to give more than you get.
3. Fight for it - but with respect and patience
I guess that is self-explanatory.
4. Identify and Make small changes at a time
I believe small changes in everyday working habits are more effective than big emails or workshops. Changes like addressing colleagues with a greeting in emails or greeting each other when you cross each other’s path, or starting with appreciating the effort before jumping into issues, these small changes bring more long lasting effect in the overall community.
3. Talk openly
As already pointed by Beth, talk openly about your observations and thoughts and work hard to form a community with strong organizational values. Make sure the steering community (just to give it a name) has a mix of people from all different parts and layers within the organization to make sure the values are localized but still aligned for greater good.
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Diane TerbrockProject Leader| Edward JonesDardenne Prairie, Mo, United States
Saurabh,
I was recently leading a project where certain stakeholders did not demonstrate respectful behavior, they were working their own agenda. In our next scheduled meeting, I started the meeting with an exercise, as follows:
1) I asked them to think about a great working relationship in their past, and to write down words describing why that relationship was great. We took 5 minutes to do it.
2) We went around the room and shared words/short stories, except me, I wanted to be last. Without fail, trust was a recurring theme.
3) I then asked them to compare their great relationship and experience to the current situation. I kindly and gently gave examples of how we weren't achieving the type of relationships we just described, without naming names. Think of what prompted you to write your post, and you'll have your examples.
4) I then gave my story: I proposed positive ways to begin trusting each other, and making progress. I described ground rules like, don't interrupt each other, consider diverse opinions, etc. Again, think of the situations that made you write your post, and you'll have your ground rules.
Afterwards, one of the participants sent me an email and said "This is just what we needed..!" I also saw a marked improvement in our meetings, where my ground rules were being followed.
I truly believe everyone has a right to be respected, I can tell you do too. Be your authentic self if/when you bring this idea to the group, and you'll be fine.
Good luck making a difference..!
Diane Saving Changes...
arlene trimbleAssistant IT Director| Local GovernmentAlamo, Ca, United States
Yes, I agree with everyone's thoughtful comments. At the initiation of the project during kickoff, team members need to outline the values and working agreements that the group will adopt. Include this on the project charter and distribute the project charter to the project sponsor and stakeholders as a manifesto.
Retrospectives throughout the project would also help in terms of checking on what is working, what needs to be continued, what needs to be done more, and what needs to be stopped. Saving Changes...
