In the previous segment of this
conversation, we took a look at the aspects of a positive healthy workplace relationship; in
this segment, I asked the Senior Mentor / Manager Mr Milind Kher and the Middle
Manager RIddhima Dua some questions that put them in a place wherein they had
to figure out whether we can implement this in the real workplace, and
strategise how this can be achieved. The answers were revealing – Mr Kher with
his experience and knowledge producing pearls of Wisdom, and Mrs Dua going into
the tactical details – making for a near perfect conversation…
Q11:
How can you build trust within teams?
RD: Trust comes with acceptance. Accepting
the individual the way they are, heightening awareness to acceptance and
behavior, and communicating it with higher frequency.
Our inner energy plays a vital role
here. Let us give you an example : A team of 4 working together, all of them
has an idea to reach a potential goal of the company; Now they start
communicating with each other, at the conscious awakening level, although their
inner mind (due to their belief systems, experiences, perception they have in
their map) has not completely accepted the person behavior and hence they would
not trust the person completely.
This gives food for thought to us
that we need to trust self, delete the past experiences or negate perceptions
which we hold about anyone and then trust will be an Auto process in mind. The
moment we have it, we can help others in team to understand this and allow
trust to built deeply.
MK:
Trust is built most
soundly by demonstration. The
demonstration of trustworthy behaviour by team members, and especially the
leader builds trust in others
Q12:
Are trust and transparency doable in the modern ultra-competitive atmosphere?
Can you keep the internal competitiveness and attitude alive while at the same
time maintain transparency and trust?
RD: Yes! We feel it is & Can Definitely Doable!
Organisations are made up of leaders. We feel Leaders have to start taking
actions towards building up the environment of trust & transparency
which can be followed easily by others in organisation then. With this, we mean
every leader of any team (big or small is just a perception).
The modern culture has also started
sensing that our old culture which had immense trust and transparency as high
values is the Resource which has to be used in present for a better future.
Talking about competitiveness and
attitude. Competitiveness build motivation in individuals. Taking
competitiveness in the positive spirit is key which can maintain trust and
transparency.
Other side of the coin is Competition
creates negativity sometimes for some teams/individuals; this feeling/frequency
comes from the general belief which we have been given since childhood as
"Beta - bhaagoo, bahot competition
hai". This line itself given by our society created an emotion of
fear/scary in some individual mind (and for some not as well).
Some powerful conceptual study like
EI and NLP does help in awareness of emotions and then quickly dealing with
them in a way which creates higher frequency in the environment.
MK: Trust and transparency are indeed even more
valuable in an ultra-competitive environment. In a skeptical world, people
may not easily believe at first - they will later come very close
Q13:
Why are positive workplace relationships so rare in the modern world?
RD: Everyone is running to get something, though
hardly know that they have everything within them. At most times, the
relationship in the modern world is also lacking the real meaning of
relationship - Acceptance & Forgiveness.
Adding to this, People working in any
environment are at times are living in some unwanted emotion (which people call
it as stress). This happens may be because of non-achievement of task,
receiving any feedback, situations at personal front. All of this becomes a
vicious circle. In fact talking to you right now, I can see the kind of balloon
in which workplace relationship is living- Overfilled with unwanted
emotion.
This emotion is sensed by individuals
at their work front - whether personal or professional - And even if there is
something positive happening, the feeling disappear the moment we have anything
which is not so positive. Then the whole movie of feeling of not so positive
starts. And it goes on.
MK: This happens because people are rapidly
losing trust, and are hence unsure whether their honesty will actually
work. They need a strong reassurance
Q14:
How are the parameters of business impacted by a positive relationship
atmosphere : Information flow, KRAs, overall management, competition and market
analysis, fraud control etc?
RD: This question itself is an eye-opener as
"He who knows the Why can do it anyhow?"
Information Flow: Information is sent
by individual via communication. A positive individual while sending the
information through any medium - Any of it includes either face-to-face
interaction and/or words and tonality. A vibrant positive person would have
great vibrant energy in his body language, powerful linguistic with a tonality
which vibrates the incredible frequency of energy. If each of the
individual does it, you can certainly feel the vibrancy in the entire
organisational culture and the larger picture of smooth information flow.
This leads to smooth transactions in
terms of communication, reduces conflicts, break the older pattern of
negativity and raises the bar higher.
That leads to positivism and
organisations achieving positive relationship has seen higher productivity,
improvement in employee engagement and achieving goals at ease. We see the live
examples in many organisations wherein individuals doesn't want to leave the
company just because of Trust, transparency and positive relationship which
also includes acceptance, forgiveness and gratitude.
Adding to the unwanted attempt like
Fraud, one of the core reason for any individual attempting to any kind of
fraud is largely psychological. The reason of doing any behavior is a need
which has not been addressed. The need of feeling good, significance or dis
trust or some other. If the trust and transparency can establish positivism,
there would be a significance change in fraud control.
MK:
A positive relationship
atmosphere makes the information flow smooth. People help each other
achieve their KRAs. Unhealthy internal competition is eliminated
Q15:
Stress and relationships : A positive relationship will lessen stress; how can
this be used as a productivity enhancement tool that can be practically
implemented?
RD: We need to start with smaller things like:
- Making a list of task which shall
be done by the Team Lead/Coach/Manager to have more positive relationship
- This may include appreciation,
Respecting perception, Change in language and words we use at regular
intervals, a daily 3-minute positive exercise with all etc.
- Organisations can choose to start
with one and raise the bar higher as a cultivating cultural habit
- A user-friendly regular survey can
be done by the organisation in every 21 days (which is generally accepted as
creating new habits period) with each and every member of the company can
create a culture of "ACTION" towards it. This can be done using
models like "Spoke-Hub" which is easy to implement.
- Structured format of survey to
evaluate the productivity results can be roll out
MK:
Stress puts people in a
"fight or flight" mode sapping them of their energy. When stress
is removed, their energy rises as does their focus and their productivity is
improved
To Be Continued....
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