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 & transparencywhich 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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