Valued Team Member Quotes

The INFP possesses strong principles, especially when it comes to morals and what he thinks is right and wrong. When his inner values are in harmony with the values of the company, then he can become a very useful member of the team.

what gets rewarded gets done. If you praise and honor the people who epitomize the values of the team, those values get embraced and upheld by other members of the team. There is no better reinforcement.

When we sense that leaders aren’t being authentic—whether they’re intentionally misleading us or simply behaving in opposition to their values—we can smell it a mile away. This causes team members to avoid bringing up issues for fear of retribution, as Mulally’s executive team initially did, and reality gets buried under a torrent of excuses and finger-pointing.

A retrospective’s huge potential for learning should not be off-limits to any team member.

ABERRANT GENIUSES—HIGH-PERFORMING BUT DIFFICULT TEAM MEMBERS—SHOULD BE TOLERATED AND EVEN PROTECTED, AS LONG AS THEIR BEHAVIOR ISN’T UNETHICAL OR ABUSIVE AND THEIR VALUE OUTWEIGHS THE TOLL THEIR BEHAVIOR TAKES ON MANAGEMENT, COLLEAGUES, AND TEAMS.

PJs use parachuting skills to raid into enemy territory to rescue and save lives; army rangers parachute onto the battle field to kill enemy soldiers and capture ground, while a Green Beret will infiltrate a remote, hostile area to teach the local populace how to fight and defend themselves against an enemy. Recon marines can sneak into enemy territory and learn all their secrets. SEALs are small direct-action-oriented teams that can infiltrate areas by sea air, or land to accomplish their objectives, such as capturing or destroying high value targets. Air force combat controllers call in airstrikes, help seize enemy airfields, and use their air traffic control skills to orchestrate everything from large-scale aerial invasions to small insertions of American planes and soldiers. All of these elite units consider themselves exclusive brotherhoods. Members of these outfits live at the most dangerous extreme of human experience and entrust their lives to each other. They focus on a common mission and share unique experiences of adventure and danger.

Google spent millions of dollars on a study called Project Aristotle to study teams around the globe. They wanted to know the attributes and characteristics of the best teams and who the best team leaders were. Sure enough, the best leaders were the most positive. They were the ones who made it safe for every person on the team to speak out and feel valued and respected. They were the most supportive and encouraging, constantly giving of themselves to their team members so the team members could be their best selves.

am an American Soldier. I am a warrior and a member of a team. I serve the people of the United States, and live the Army Values. I will always place the mission first. I will never accept defeat. (This had been underlined.) I will never quit. I will never leave a fallen comrade. I am disciplined, physically and mentally tough, trained and proficient in my warrior task and drills. I always maintain my arms, my equipment and myself. I am an expert and I am a professional. I stand ready to deploy, engage, and destroy the enemies of the United States of America in close combat. I am a guardian of freedom and the American way of life. I am an American Soldier.

SHORT NOTE ABOUT SHA-1 A lot of people become concerned at some point that they will, by random happenstance, have two objects in their repository that hash to the same SHA-1 value. What then? If you do happen to commit an object that hashes to the same SHA-1 value as a previous object in your repository, Git will see the previous object already in your Git database and assume it was already written. If you try to check out that object again at some point, you’ll always get the data of the first object. However, you should be aware of how ridiculously unlikely this scenario is. The SHA-1 digest is 20 bytes or 160 bits. The number of randomly hashed objects needed to ensure a 50% probability of a single collision is about 280 (the formula for determining collision probability is p = (n(n-1)/2) * (1/2^160)). 280 is 1.2 x 10^24 or 1 million billion billion. That’s 1,200 times the number of grains of sand on the earth. Here’s an example to give you an idea of what it would take to get a SHA-1 collision. If all 6.5 billion humans on Earth were programming, and every second, each one was producing code that was the equivalent of the entire Linux kernel history (3.6 million Git objects) and pushing it into one enormous Git repository, it would take roughly 2 years until that repository contained enough objects to have a 50% probability of a single SHA-1 object collision. A higher probability exists that every member of your programming team will be attacked and killed by wolves in unrelated incidents on the same night.

Among DID individuals, the sharing of conscious awareness between alters exists in varying degrees. I have seen cases where there has appeared to be no amnestic barriers between individual alters, where the host and alters appeared to be fully cognizant of each other. On the other hand, I have seen cases where the host was absolutely unaware of any alters despite clear evidence of their presence. In those cases, while the host was not aware of the alters, there were alters with an awareness of the host as well as having some limited awareness of at least a few other alters. So, according to my experience, there is a spectrum of shared consciousness in DID patients. From a therapeutic point of view, while treatment of patients without amnestic barriers differs in some ways from treatment of those with such barriers, the fundamental goal of therapy is the same: to support the healing of the early childhood trauma that gave rise to the dissociation and its attendant alters. Good DID therapy involves promoting co­-consciousness. With co-­consciousness, it is possible to begin teaching the patient’s system the value of cooperation among the alters. Enjoin them to emulate the spirit of a champion football team, with each member utilizing their full potential and working together to achieve a common goal. Returning to the patients that seemed to lack amnestic barriers, it is important to understand that such co-consciousness did not mean that the host and alters were well-­coordinated or living in harmony. If they were all in harmony, there would be no “dis­ease.” There would be little likelihood of a need or even desire for psychiatric intervention. It is when there is conflict between the host and/or among alters that treatment is needed.

The ethic of autonomy is based on the idea that people are, first and foremost, autonomous individuals with wants, needs, and preferences. People should be free to satisfy these wants, needs, and preferences as they see fit, and so societies develop moral concepts such as rights, liberty, and justice, which allow people to coexist peacefully without interfering too much in each other’s projects. This is the dominant ethic in individualistic societies. You find it in the writings of utilitarians such as John Stuart Mill and Peter Singer11 (who value justice and rights only to the extent that they increase human welfare), and you find it in the writings of deontologists such as Kant and Kohlberg (who prize justice and rights even in cases where doing so may reduce overall welfare). But as soon as you step outside of Western secular society, you hear people talking in two additional moral languages. The ethic of community is based on the idea that people are, first and foremost, members of larger entities such as families, teams, armies, companies, tribes, and nations. These larger entities are more than the sum of the people who compose them; they are real, they matter, and they must be protected. People have an obligation to play their assigned roles in these entities. Many societies therefore develop moral concepts such as duty, hierarchy, respect, reputation, and patriotism. In such societies, the Western insistence that people should design their own lives and pursue their own goals seems selfish and dangerous—a sure way to weaken the social fabric and destroy the institutions and collective entities upon which everyone depends. The ethic of divinity is based on the idea that people are, first and foremost, temporary vessels within which a divine soul has been implanted.12 People are not just animals with an extra serving of consciousness; they are children of God and should behave accordingly. The body is a temple, not a playground. Even if it does no harm and violates nobody’s rights when a man has sex with a chicken carcass, he still shouldn’t do it because it degrades him, dishonors his creator, and violates the sacred order of the universe. Many societies therefore develop moral concepts such as sanctity and sin, purity and pollution, elevation and degradation. In such societies, the personal liberty of secular Western nations looks like libertinism, hedonism, and a celebration of humanity’s baser instincts.13

Heuristics for testing your goals Assess your goals using these guidelines: Does your goal start with a verb (“launch,” “build,” “refactor,” etc.)? Then you probably have an action, so reframe it to describe the outcome you want. Often, this takes the form of translating “X so that Y” into “Y via X” (and consider if you need X in there at all). A helpful trick to figure out the proper framing is to read the goal out, ask yourself why, answer that question, then do that a couple of times until the true goal comes into focus. (See Table 2 for an example.) Do you have “engineering goals” and “business goals,” or something similar? Stop it. Are your goals more than one page, more than three to five objectives, or more than three to five KRs per objective? No one will read them—let alone remember them. When you (or your team) look at your goals, do you wince and think, “What about X? I was really hoping to get to that this quarter”? If not, you probably haven’t focused enough, and your goals are not adding value. Could one team member think a goal is achieved and another one completely disagree? Then your goal isn’t specific enough. (By contrast, if everyone feels it’s mostly successful but the assessments range from 60–80 percent done, who cares?) Can you imagine a scenario where the goal is achieved but you’re still dissatisfied with where you ended up? Then your goal isn’t specific enough, or an aspect is missing. Could you be successful without achieving the goal? Then your goal is overly specific, and you should rethink how to define success.

Having judged, condemned, abandoned his cultural forms, his language, his food habits, his sexual behavior, his way of sitting down, of resting, of laughing, of enjoying himself, the oppressed flings himself upon the imposed culture with the desperation of a drowning man. Developing his technical knowledge in contact with more and more perfected machines, entering into the dynamic circuit of industrial production, meeting men from remote regions in the framework of the concentration of capital, that is to say, on the job, discovering the assembly line, the team, production �time,� in other words yield per hour, the oppressed is shocked to find that he continues to be the object of racism and contempt. It is at this level that racism is treated as a question of persons. �There are a few hopeless racists, but you must admit that on the whole the population likes….� �With time all this will disappear.� �This is the country where there is the least amount of race prejudice.� �At the United Nations there is a commission to fight race prejudice.� Films on race prejudice, poems on race prejudice, messages on race prejudice. Spectacular and futile condemnations of race prejudice. In reality, a colonial country is a racist country. If in England, in Belgium, or in France, despite the democratic principles affirmed by these respective nations, there are still racists, it is these racists who, in their opposition to the country as a whole, are logically consistent. It is not possible to enslave men without logically making them inferior through and through. And racism is only the emotional, affective, sometimes intellectual explanation of this inferiorization. The racist in a culture with racism is therefore normal. He has achieved a perfect harmony of economic relations and ideology. The idea that one forms of man, to be sure, is never totally dependent on economic relations, in other words—and this must not be forgotten—on relations existing historically and geographically among men and groups. An ever greater number of members belonging to racist societies are taking a position. They are dedicating themselves to a world in which racism would be impossible. But everyone is not up to this kind of objectivity, this abstraction, this solemn commitment. One cannot with impunity require of a man that he be against �the prejudices of his group.� And, we repeat, every colonialist group is racist. �Acculturized� and deculturized at one and the same time, the oppressed continues to come up against racism. He finds this sequel illogical, what be has left behind him inexplicable, without motive, incorrect. His knowledge, the appropriation of precise and complicated techniques, sometimes his intellectual superiority as compared to a great number of racists, lead him to qualify the racist world as passion-charged. He perceives that the racist atmosphere impregnates all the elements of the social life. The sense of an overwhelming injustice is correspondingly very strong. Forgetting racism as a consequence, one concentrates on racism as cause. Campaigns of deintoxication are launched. Appeal is made to the sense of humanity, to love, to respect for the supreme values.

The successful individual sales producer wins by being as selfish as possible with her time. The more often the salesperson stays away from team members and distractions, puts her phone on Do Not Disturb (DND), closes her door, or chooses to work for a few hours from the local Panera Bread café, the more productive she’ll likely be. In general, top producers in sales tend to exhibit a characteristic I’ve come to describe as being selfishly productive. The seller who best blocks out the rest of the world, who maintains obsessive control of her calendar, who masters focusing solely on her own highest-value revenue-producing activities, who isn’t known for being a “team player,” and who is not interested in playing good corporate citizen or helping everyone around her, is typically a highly effective seller who ends up on top of the sales rankings. Contrary to popular opinion, being selfish is not bad at all. In fact, for an individual contributor salesperson, it is a highly desirable trait and a survival skill, particularly in today’s crazed corporate environment where everyone is looking to put meetings on your calendar and take you away from your primary responsibilities! Now let’s switch gears and look at the sales manager’s role and responsibilities. How well would it work to have a sales manager who kept her office phone on DND and declined almost every incoming call to her mobile phone? Do we want a sales manager who closes her office door, is concerned only about herself, and is for the most part inaccessible? No, of course not. The successful sales manager doesn’t win on her own; she wins through her people by helping them succeed. Think about other key sales management responsibilities: Leading team meetings. Developing talent. Encouraging hearts. Removing obstacles. Coaching others. Challenging data, false assumptions, wrong attitudes, and complacency. Pushing for more. Putting the needs of your team members ahead of your own. Hmmm. Just reading that list again reminds me why it is often so difficult to transition from being a top producer in sales into a sales management role. Aside from the word sales, there is truly almost nothing similar about the positions. And that doesn’t even begin to touch on corporate responsibilities like participating on the executive committee, dealing with human resources compliance issues, expense management, recruiting, and all the other burdens placed on the sales manager. Again,

Characteristics of a Team Player We all fit into different niches. Each of us must make the effort to contribute to the best of our ability according to our own individual talents. And then we put all the individual talents together for the highest good of the group. Thus, I valued a player who cared for others and could lose himself in the group for the good of the group. I believe that quality makes for an outstanding player. It is also why the best players don’t always make the best team. I mean by this that a gifted player, or players, who are not team players will ultimately hurt the team, whether it revolves around basketball or business. Understanding that the good of the group comes first is fundamental to being a highly productive member of a team.

They become successful, and then decide they need to document their culture. The job falls to someone in the human resources or PR department who probably wasn’t a member of the founding team but who is expected to draft a mission statement that captures the essence of the place. The result is usually a set of corporate sayings that are full of “delighted” customers, “maximized” shareholder value, and “innovative” employees.

Beer says, ‘In organizations that exhibit these barriers, you see that the leadership team members are coming with their own agenda, and there is no effective senior team in place that is committed to the same strategy, priorities and values. The lower levels don’t know what the top is trying to do and upper levels don’t know what they want done. And there is silence; the lower level teams can’t speak honestly with the top about what the problems are that block their efficacy—clear and common priorities and strategy or their pattern of management.

Our belief is that if a company does an outstanding job caring for its team members, creating value for them, and respecting them as key stakeholders, it can successfully avoid unionization.

A CEO To increase global presence, product mix, and market share to improve and maintain shareholder earnings and value Mergers and acquisitions Reengineering and change management International corporate leadership experience Visionary strategist; identify and pursue new growth opportunities Board member and shareholder relations management Developer of world-class teams to achieve world-class results MBA from Oxford in international business Skilled in raising capital for growth and expansion

Dear Mrs. Wellington: I am interested in applying for the position with Beachwear International as Purchasing Manager and have enclosed my résumé for your review. I am certain that I can be a valuable asset to your team and meet and exceed the goals and objectives for this position. I respect your time and feel confident that my value, past achievements, and ability to contribute are well outlined in my résumé. If you feel, as I do, that I would be a significant member of your professional staff, I would welcome an interview at your earliest convenience. Thank you for your consideration, and I look forward to hearing back from you.

In a team relationship, as in any relationship, we trust people because we are comfortable with both their character and competence. By character“, I mean our perception of another person's motives, values, honesty, or moral fiber. Competence, on the other hand, refers to the capability, knowledge, and skill of a team member in general, and specifically as it impacts his or her assigned role. If we don't trust both a team member's character and competence, it is unlikely that we will put our desired goals, performance appraisal, compensation, or career into that person's care.

This is a story about the power and impact of “truly human” leadership. It is about bringing our deepest sense of right, authentic caring, and high ideals to business. It is about achieving success beyond success, measured in the flourishing of human lives. It is a story of an approach to business and leadership that emerged only in the last twenty years or so in the life of a 130-year-old company, but that has already built a strong track record of enriching the lives of team members and creating extraordinary shareholder value at the same time. It is an approach that has been tested, refined, and proven to work dozens of times in half a dozen very different countries and in numerous towns and cities across the United States.

Leadership and Culture” may seem like a vague or general catch-all phrase. Let me offer some questions to guide you down the path and to set the stage for upcoming chapters on this important first piece of the framework. What does it feel like to be part of your company’s sales team? Is it a high-performance culture? Why do you feel that way? Are team members laser-focused on goals and results? What’s the vibe in the sales department (whether it is local or based remotely)? What does accountability look like on this team? How often, how big, and how loud are victories celebrated? Is the manager leading the team or just reacting to circumstances? Are sales team meetings valuable? Do salespeople leave those meetings better equipped, envisioned, and energized, or drained and discouraged? Do members of the sales team feel supported, valued, and appreciated? Does the existing compensation plan make sense and does it drive the desired behaviors and results? In what ways is the manager putting his or her fingerprints on the team? How much of the sales leader’s time is devoted to non-sales activities and executive and administrative burdens? What’s the level of intensity, passion, and heart-engagement of team members? I don’t believe that anyone would doubt that we can create significant lift in a sales organization by improving the answers to these questions.

There might be exceptions—and if so, you might rethink their employment—but few people really want to be mediocre. Most of your team members want to make a valued contribution—to find purpose in their work.

If the differences between team members aren’t bridged and fashioned into a shared set of values, your organization has very little chance of connecting with your audience in a coherent and long-lasting way.

Helliwell and his team have run several iterations of the World Values Survey and the Gallup World Poll through their statistical grinders and have found that when it comes to life satisfaction, relationships with other people beat income, hands down. For example, these polls asked people if they had a friend or relative to count on when needed. Just going from being friendless to having one friend or family member to confide in had the same effect on life satisfaction as a tripling of income.

Ideally, teams should be long lived and autonomous, with engaged team members. However, teams don’t live in isolation. They need to understand how and when to interact with each other. And these team interactions need to evolve over time to support the distinct phases of discovery and execution that products and technology go through during their lifetimes. In short, organizations not only need to strive for autonomous teams, they also need to continuously think about and evolve themselves in order to deliver value quickly to customers.

Maslow’s third and fourth tiers of need – social and esteem – because they can contribute to a feeling of being valued as part of a team, bringing with it a sense of belonging and respect. On the other hand, where the working environment fails to meet these needs, people can feel isolated, unrecognized for their efforts and undervalued. It seems we need to belong, which includes not only feeling that we are part of a team, but also that we are a valued member of it.

some work activities are displaced, but new ones, more fulfilling and value-adding, arise. What are the new ones? Think of these activities that everyone knows are crucial, but that actually none has the time to perform – for example, spending one hour per week with each team member to coach them.

The diamond-and-square framework provides the answers. The framework’s diamond breaks down the startup’s opportunity—that is, the “horse”—into four constituent parts: its customer value proposition, technology and operations, marketing, and profit formula. The diamond is framed by a square whose corners denote the venture’s key resource providers: its founders (that is, the “jockeys”), other team members, outside investors, and strategic partners.

Investors shouldn’t always be suppressed; they’re allies in reforming capitalism to a more purposeful and more sustainable form. Business and society aren’t adversaries, but play for the same team. When all members of an organisation work together, bound by a common purpose and focused on the long term, they create shared value in a way that enlarges the slices of everyone – shareholders, workers, customers, suppliers, the environment, communities and taxpayers.

The nature of the private markets is that if nine smart investors pass, it only takes one relatively dumber investor, and suddenly we’re valued at $16 billion,” the finance team member said

StoryBrand Culture Honors the Story of Its Team Members When you leverage the StoryBrand Framework externally, for marketing, it transforms the customer value proposition. When you leverage it internally, for engagement, it transforms the employee value proposition. All engagement rises and falls on the employee value proposition. Increasing compensation is one way you might add value to employees, but that’s just the beginning. You can also raise value by improving the employee experience: advancement opportunities, recognition, meaningful work, camaraderie, and flexibility. All those things add value too.

We get stuck and defined by setbacks, disappointments, and failures, so instead of spending resources on clean-up to ensure that consumers, stakeholders, or internal processes are made whole, we are spending too much time and energy reassuring team members who are questioning their contribution and value.

Core values: What are the consistent, accepted behaviors of your team members?

Designating one person as the “voice of the customer” gives that person too much power in a team decision-making model. The goal is for all team members to be the voice of the customer.

Feedback followed by recognition and appreciation helps team members feel valued & understand that they are vital parts of the company.

We shared chores and thoughts and goals and decisions. I’ve never had that. Not even with Jimmy. He made all the decisions, and I just rolled with it because I was lazy, and he wasn’t. But with Yorke, it’s different. We’re a team. And I feel like I’m an equal-value member of the team.

True Built Fencing is your trusted local Austin fencing company. We take pride in using only quality/sustainable materials with attention to detail in installation. True Built Fencing is fully insured and can fully meet your fencing needs & expectation. We also highly value communication and transparency. Our company strives serve all of our customers with excellence so that you feel like your project is the primary project. At True Built Fencing, you will find that humility and integrity is an integral part of our business and the core of each of our team members.

Carstensen gave her hypothesis the impenetrable name “socioemotional selectivity theory.” The simpler way to say it is that perspective matters. She produced a series of experiments to test the idea. In one, she and her team studied a group of adult men ages twenty-three to sixty-six. Some of the men were healthy. But some were terminally ill with HIV/AIDS. The subjects were given a deck of cards with descriptions of people they might know, ranging in emotional closeness from family members to the author of a book they’d read, and they were asked to sort the cards according to how they would feel about spending half an hour with them. In general, the younger the subjects were, the less they valued time with people they were emotionally close to and the more they valued time with people who were potential sources of information or new friendship. However, among the ill, the age differences disappeared. The preferences of a young person with AIDS were the same as those of an old person.

a Visionary, you choose who works for you. As a leadership team member, you choose who works with you. Only choose people that have your Core Values.

Team Leader’s Checklist Learn: Strengthen the team both cognitively and affectively. Design well: Set distinct goals with defined and varied tasks for team members. Build identity: Share experience and strengthen camaraderie to create a set of norms and values. Dynamic: As the market changes, evolve the team’s expectations and tasks. Diverse and inclusive: Optimize variety in the members’ backgrounds and experiences, and engage all in the team’s work and achievements. Size right: Not too large, not too small. Set compelling direction, strong structure, supportive context, and shared mindset. Create a team agenda, inner scaffolding, outer backing, and aligned thinking for members to row together in the right direction.

An organization needs employees who are willing to work hard and take responsibility for results. The third level is expertise. To be effective in their jobs, team members need the requisite skills. While these capabilities—obedience, diligence, and expertise—are essential, they seldom create much value. Winning in the creative economy requires more. An organization needs people with initiative—self-starters who are proactive, who don’t wait to be asked and aren’t bound by their job description. Equally critical is creativity—people who are able to reframe problems and generate novel solutions. Finally, at the top, is daring—a willingness to stretch oneself and take risks for a laudable cause.

emotional trust is grounded in coworkers’ care and concern for one another. Relationships built on emotional trust rely on positive feeling and emotional bonds, and they crop up most easily when team members share common values and mind-sets.

Tuck your team members in around the areas where they quickly achieve flow—those are typically where they are particularly primed to contribute value. As Ken Blanchard, the author of the 1982 bestselling leadership guide The One Minute Manager, explains, “Catch people doing things right.” It’s much more powerful than collecting behaviors that are wrong.

Jealousy was a too-sensitive teenager’s reaction. If it had been any other week, it would have passed through him like a cool breeze. Instead, it was lodged in his chest like a little chip of ice. He just—wanted to play. Dex, all his life, had wanted to feel that he was part of a team, a member of the cast—an integral member of an ensemble that appreciated his comedic timing, his showboating, his talents, before they withered to dust. Though he supposed the vast majority of humans felt like unpaid extras. Milling about, uselessly waiting to be discovered, recognized for their innate yet invisible value, but doomed never to be anything but human scenery. Maybe that was his team, and he was already on it. Had been on it, in fact, forever.

Team members are playing to stay on the team with every game. For people who value job security over winning championships, Netflix is not the right choice, and we try to be clear and nonjudgmental about that. But for those who value being on winning teams, our culture provides a great opportunity.

Over the years, my brain trust of more than twenty-five people has included a guy who was number one in his class at Caltech, a department chair of economics at a major U.S. university, mathematical savants, computer wizards, PhDs, and quantitative and database handicappers who live and breathe algorithms and theoretical angles not found in your average textbook. Our team members act like hedge fund analysts, assigning a numerical value to every conceivable factor or variable capable of affecting sporting events to within a tenth of a point. In the NFL alone, I have several teams of experts working independently. They have never met each other, even though most have worked with me for more than thirty years, funneling their information to one common denominator: me.

It’s obvious that you can’t have a winning team without teamwork. However, not every leader actively works to help team members work together. Don’t fall into that trap. Take responsibility for communicating to all the players how all the people fit together and what strengths they bring for their role. The more you do this, the more people will value and respect one another.

As a leader you must have a little swagger, a healthy confidence that you are the right person for the job. Your self-assurance will instill confidence in others, confidence that they can meet the challenges, confidence that no matter the obstacles, you will rise to the occasion and lead them to success. But don’t mistake cockiness for confidence. You must be humble enough to see the value in every member of the team, and humble enough to seek counsel when needed. It is not mutually exclusive to be both confident and humble.

Valuing differences is the beginning of leveraging the strengths of each team member.

MANAGE THE ABERRANT GENIUS ABERRANT GENIUSES—HIGH-PERFORMING BUT DIFFICULT TEAM MEMBERS—SHOULD BE TOLERATED AND EVEN PROTECTED, AS LONG AS THEIR BEHAVIOR ISN’T UNETHICAL OR ABUSIVE AND THEIR VALUE OUTWEIGHS THE TOLL THEIR BEHAVIOR TAKES ON MANAGEMENT, COLLEAGUES, AND TEAMS.

Values provide context to a person’s mental state, needs, and motivations. In practice, understanding the values of your team members becomes a useful tool to evaluate and drive your own empathy. You may have different values, so unless you actively seek to understand another person’s point of view, it’s possible to be bound by your own context and limitations.

Huggy was also part of a research team that experimented with “prenups for start-ups.” They created 348 remote teams and asked each to develop a business plan for a wellness product. These new teams could bolster performance when—rather than racing to start their work—members devoted their first meeting to writing a prenup or a “charter” to spell out agreements about the team’s roles, norms, rules, and values. That way, rather than being mired in confusion and conflict about who ought to do what, and what was good and bad behavior, they were ready to charge ahead and develop their business plan.

Setting individual outcomes instead of product-trio outcomes. Because product managers, designers, and software engineers typically report up, to their respective departments, it’s not uncommon for a product trio to get pulled in three different directions, with each member tasked with a different goal. Perhaps the product manager is tasked with a business outcome, the designer is tasked with a usability outcome, and the engineer is tasked with a technical-performance outcome. This is most common at companies that tie outcomes to compensation. However, it has a detrimental effect. The goal is for the product trio to collaborate to achieve product outcomes that drive business outcomes. This isn’t possible if each member is focused on their own goal. Instead of setting individual outcomes, set team outcomes.

It’s easy when working in a team to experience groupthink. Groupthink occurs when a group of individuals underperform due to the dynamics of the group. There are a number of reasons for this. When working in a group, it’s common for some members to put in more effort than others; some group members may hesitate or even refrain from speaking up, and groups tend to perform at the level of the least-capable member.19 In order to leverage the knowledge and expertise in our trios, we need to actively work to counter groupthink.

Organizations need to decide which values they want to emphasize, and clearly communicate them to all members of the team. If you don't actively create the culture that you do want within your organization, a culture you don't want can develop organically.

That’s what University of Pennsylvania’s Andrew Carton and his coauthors concluded after studying patients treated for heart attacks in 151 California hospitals. When a hospital had four or fewer values and used vivid imagery, patients were far less likely to be readmitted for further treatment within thirty days—a key indicator of the quality of care. Carton’s team found similar results in an experiment where they assembled sixty-two virtual teams to design new toys. Before designing the toy, team members learned their “company’s” values—and were instructed that their design should be “congruent” with the values. An “expert panel” of seven children was more enthusiastic about playing with toys designed by teams in companies with short lists of vivid values.

What you learn about high standards is how important they are to any organization. No one looks around and says, “Where is that mediocre team? That’s what I want to be part of—a mediocre team.” I don’t care whether you are flipping hamburgers, washing cars, playing sports, or in the military. Everyone wants to be part of something special. Everyone wants to be a valued member of a great organization. And the only way to be a great organization is to set high standards and expect people to live up to those standards.

less. All the work to create value happens within a sprint.

One family described their core value of hospitality, lived out as they cleaned the house together each Friday for the express purpose of welcoming people over the weekend. They wanted to be able to spontaneously invite others over, knowing their space was ready to receive them. All this was explained to their kids by connecting the dots between the practice of keeping house and the immense welcome of God. They talked about their apartment as a gift and a refuge, and how important it was for it to feel inviting. Hosting people was not about living some Magnolia life; it was how they loved their neighbors. Thus, Friday night cleanup was a faith practice. One family used the tradition of a summer road trip to visit relatives as a means to support being who God uniquely made each of them to be. Each family member got to design the itinerary for one day of the trip. On that day, everyone else went along with that person’s choices for restaurants and an activity. They talked about the wonder of God’s image in each person and how this was a fun way to see each member of the family just as God made them to be. Thus, a family trip was a faith ritual. What about your family? What unique characteristics need to be accounted for as you craft a vision for faith? • Who makes up your family? List the members. You may share a living space with them or not, live in the same town or not, be relationally close or not. • Next to each person on the list, jot down a few distinguishing key traits of that person. What are they like? What are they interested in? • What are some of your family’s strengths and loves as a group? Do you love a good party? Cheer for a certain team? Love a particular place or meal? • What are some of your family’s unique challenges right now? Do you have a child who doesn’t “fit the mold,” for whatever reason? Are finances tight? Have any of the relationships been strained or broken? • List anything else that feels important to you about who your family is and what they are like. What other traits make you, you?

THE TEN STEPS TO BUILDING A COMPANY CULTURE 1. Define the company’s core values and align them with aspects such as mission, vision, principles or purpose to create a solid foundation for the organisation. 2. Integrate the desired culture into every aspect of the company, including hiring policies, processes and procedures across all departments and functions. 3. Agree upon expected behaviours and standards for all team members, promoting a positive work environment. 4. Establish a purpose that goes beyond the company’s commercial goals, fostering a deeper connection for employees. 5. Use myths, stories, company-specific vocabulary and legends, along with symbols and habits, to reinforce the company culture and embed it in the collective consciousness. 6. Develop a unique identity as a group and cultivate a sense of exclusivity and pride within the team. 7. Create an atmosphere that celebrates achievements, progress, and living the company culture, boosting motivation and pride. 8. Encourage camaraderie, community and a sense of belonging among team members, encourage mutual dependence and a collective sense of obligation, reinforcing the interconnected nature of the team. 9. Remove barriers and enable employees to express themselves authentically and embrace their individuality within the organisation. 10. Emphasise the unique qualities and contributions of both employees and the collective, positioning them as distinct and exceptional.

Strong leaders, in contrast, extend the Circle of Safety to include every single person who works for the organization. Self-preservation is unnecessary and fiefdoms are less able to survive. With clear standards for entry into the Circle and competent layers of leadership that are able to extend the Circle’s perimeter, the stronger and better equipped the organization becomes. It is easy to know when we are in the Circle of Safety because we can feel it. We feel valued by our colleagues and we feel cared for by our superiors. We become absolutely confident that the leaders of the organization and all those with whom we work are there for us and will do what they can to help us succeed. We become members of the group. We feel like we belong. When we believe that those inside our group, those inside the Circle, will look out for us, it creates an environment for the free exchange of information and effective communication. This is fundamental to driving innovation, preventing problems from escalating and making organizations better equipped to defend themselves from the outside dangers and to seize the opportunities.

The Communist Party of Cuba really had its start during the 1920’s, but not wanting to appear all too radical, the founders dropped the word “communist” and softened its name to the “Popular Socialist Party.” The more radical faction of the party eventually won out and again changed the name of their party to the more militant “Communist Revolutionary Union.” One of the primary founders and leaders of this Communist movement was our young man in Havana, “Julio Antonio Mella.” He never accepted things at face value and challenged authority whenever he felt that they were becoming abusive or self-serving. There was no doubting that he always stood out from the crowd. Not only was his influence felt among the students and faculty but he also had a reputation as an audacious ladies’ man. Being handsome, well-built, with a head of wavy brown hair and sensuous lips, he was known to have bedded many of his female followers. Some of these women said that he resembled a Grecian God. Athletically inclined, he worked out and also became a valued member of the university rowing team. The young lady that was with him when he was assassinated was Tina Modotti.

HUNDING, SAXONY, VALUED TEAM MEMBER SINCE 749 C.E

A team member is first a person, secondly an employee. Treat them as a valued person and they'll value their employers.

UCLA basketball coach John Wooden told players who scored to give a smile, wink, or nod to the player who gave them a good pass. “What if he’s not looking?” asked a team member. Wooden replied, “I guarantee he’ll look.” Everyone values encouragement and looks for it.

Must have #2: effective communications Must have #3: improve and maintain positive relationships between members Must have #4: clarify roles and responsibilities Must have #5: enhance mutual trust Must have #6: solve problems and make effective decisions Must have #7: value and promote diversity Must have #8: successfully manage conflict Must have #9: provide development opportunities and recognition

I'm proud to be part of a team that cares deeply about victims of human trafficking. Through technology like VR Eval and thanks to the generosity of donors and valued supporters, we believe we can help save lives. That is a good feeling. (Carlos Wallace speaking as a Board Member of More Too Life)

Haidt and his colleagues call this idea “moral foundations theory.” [4] Drawing on evolutionary biology, cultural psychology, and several other fields, they show that beliefs about morality stand on five pillars: Care/harm: Children are more vulnerable than the offspring of other animals, so humans devote considerable time and effort to protecting them. As a result, evolution has instilled in us the ethic of care. Those who nurture and defend the vulnerable are kind; those who hurt them are cruel. Fairness/cheating: Our success as a species has always hinged on cooperation, including exchanges that evolutionary scientists call “reciprocal altruism.” That means we value those whom we can trust and disdain those who breach our trust. Loyalty/disloyalty: Our survival depends not only on our individual actions, but also on the cohesiveness of our group. That’s why being true to your team, sect, or nation is respected—and forsaking your tribe is usually reviled. Authority/subversion: Among primates, hierarchies nourish members and protect them from aggressors. Those who undermine the hierarchy can place everyone in the group at risk. When this evolutionary impulse extends to human morality, traits like deference and obedience toward those at the top become virtues.[5] Purity/desecration: Our ancestors had to contend with all manner of pathogens—from Mycobacterium tuberculosis to Mycobacterium leprae—so their descendants developed the capacity to avoid them along with what’s known as a “behavioral immune system” to guard against a broader set of impurities such as violations of chastity. In the moral realm, write one set of scholars, “purity concerns uniquely predict (beyond other foundations and demographics such as political ideology) culture-war attitudes about gay marriage, euthanasia, abortion, and pornography.” [6] Moral foundations theory doesn’t say that care is more important than purity or that authority is more important than fairness or that you should follow one set of foundations instead of another. It simply catalogs how humans assess the morality of behavior. The theory is descriptive, not prescriptive. But its descriptive power is considerable. Not only did it reshape my understanding of both human reasoning and modern politics; it also offered an elegant way to interpret our moral regrets.

Another former staffer told me under the condition of anonymity that it was a “constant discussion,” and that the company was under pressure from the Israeli government. As Maria tried to point out to her superiors, Zionism is an ideology or a political doctrine, akin to “communism” or “liberalism”—not an immutable characteristic. Treating it as such is not merely a mockery of actual characteristics that make a person or group vulnerable, but elevating it—and not Palestinians—to such a level also fails to take into account the power imbalance that exists between occupied and occupier. But, Maria told me, “Palestine and Israel has always been the toughest topic at Facebook. In the beginning, it was a bit discreet,” with the Arabic-language team mainly in charge of tough calls, but after the 2014 conflict between Israel and Gaza, the company moved closer to the Israeli government. Somewhat notably, one of the first twenty members of Facebook’s new External Oversight Board is Emi Palmor, under whose direction the Israeli Ministry of Justice petitioned Facebook to censor legitimate speech of human rights defenders, according to 7amleh.

Cards on a wall is a way of practicing transparency, valuing and respecting the input of each team member. The project manager has the task of translating the cards into whatever format is expected by the rest of the organization.

We would never consider for a moment paying the team members equally. In the Olympics we usually have some of the world’s fastest runners yet have lost some of the relay races because we could not pass the baton without dropping it! We take it for granted that accountability must be individual; there must be someone to praise for victory and someone to blame for defeat, the individual where “the buck stops.” In fact, instead of admiring relationships, we value and admire individual competitiveness, winning out over each other, outdoing each other conversationally, pulling the clever con game, and selling stuff that the customer does not need. We believe in caveat emptor (let the buyer beware), and we justify exploitation with “There’s a sucker born every minute.” We breed mistrust of strangers, but we don’t have any formulas for how to test or build trust. We value our freedom without realizing that this breeds caution and mistrust of each other. When we are taken in by a Ponzi scheme and lose all our money, we don’t blame our culture or our own greed—we blame the regulators who should have caught it and kick ourselves for not getting in on it earlier.

True leaders don't look at just the outward appearances in the selection of team members, they look at one's core values and heart.

The point of this team is not to dictate how the members of a team work together to build the product but, instead, to create the criteria for inputs and outputs of the work. For example, they are not creating the product roadmap for the teams. They are creating a system and template for teams to input their goals, themes, progress, and details that can then be shared around the organization. They are not dictating whether a team can talk to users. They are creating systems that help teams figure out which users to target for their experimentation.

Americans need no strong sense of personal identity premised upon personal values or shared experiences. Many of us gladly traded in a moral and ethical characterization of self for an identity provided by our jobs and brand name consumer goods. We describe ourselves to new acquaintances by stating our vocations. We all know the class ranking system associated with our respective occupations. Whatever trendy neighborhood development we reside in establishes our social class. We are what we drive to work, what we do for a living, what exclusive clubs we belong as members, what teams we root for, and what artists we follow. Instead of working to develop a mature inward state of consciousness and expand their knowledge of the world, many Americans including me suffer from a juvenile tendency to define ourselves based upon our embodied social status. Americans promote their status by touting their jobs, the housing developments that we live in, and the designer clothes and sportswear that we clad ourselves.

Clearly chairs, or CGOs, have a leading part to play in ensuring that governance boards work in the way the new model outlines. As Carver and Oliver say, "We believe that the chair's role is one of the most important keys to unlocking the potential of boards, and we are therefore going to give it considerable attention." I strongly support the importance that the model gives to the chair's role. This book stresses that the board must speak with one voice and that the CEO takes directions only from the board as a whole. The board will speak with one voice only as a result of directors' commitment to do so and the skill of the chair. I doubt that what is required of a person to serve well on any type of board or committee is a natural form of behavior. The key task of a chair is to enable the members of a board to work together effectively and to get the best out of them. This is what the servant achieved in the story on which Robert Greenleaf's concept of the servant-leader is based. Chairs have a major leadership task. It is they who are responsible for turning a collection of competent individuals into an effective team. The new model is demanding of its chairs, and much will depend on them. Another field in which

Culture stems from founders, but it is best reflected in the trusted team the founders form to launch their venture. So ask that team: What do we care about? What do we believe? Who do we want to be? How do we want our company to act and make decisions? Then write down their responses. They will, in all likelihood, encompass the founders’ values, but embellish them with insights from the team’s different perspectives and experiences. Most companies neglect this. They become successful, and then decide they need to document their culture. The job falls to someone in the human resources or PR department who probably wasn’t a member of the founding team but who is expected to draft a mission statement that captures the essence of the place. The result is usually a set of corporate sayings that are full of “delighted” customers, “maximized” shareholder value, and “innovative” employees. The difference, though, between successful companies and unsuccessful ones is whether employees believe the words.

Another time, while on patrol with a small four-man team from my SAS squadron, out in the deserts of North Africa, we were waiting for a delayed helicopter pick-up. A 48-hour delay when you are almost out of water, in the roasting desert, can be life-threatening. We were all severely dehydrated and getting weaker fast. Every hour we would sip another small capful from the one remaining water bottle we each carried. Rationed carefully, methodically. To make matters worse, I had diarrhea, which was causing me to dehydrate even faster. We finally got the call-up that our extraction would be at dawn the next day, some 20 miles away. We saddled up during the night and started to move across the desert, weighed down by kit and fatigue. I was soon struggling. Every footstep was a monumental effort of will as we shuffled across the mountains. My sergeant, an incredible bear of a man called Chris Carter (who was tragically killed in Afghanistan; a hero to all who had served with him), could see this. He stopped the patrol, came to me, and insisted I drink the last remaining capful from his own bottle. No fuss, no show, he just made me drink it. It was the kindness, not the actual water itself, that gave me the strength to keep going when I had nothing left inside me. Kindness inspires us, it motivates us, and creates a strong, tight team: honest, supporting, empowering. No ego. No bravado or show. Simple goodness. It is the very heart of a great man, and I have never forgotten that single act that night in the desert. The thing about kindness is that it costs the giver very little but can mean the world to the receiver. So don’t underestimate the power you have to change lives and encourage others to be better. It doesn’t take much but it requires us to value kindness as a quality to aspire to above almost everything else. You want to be a great adventurer and expedition member in life and in the mountains? It is simple: be kind.

Delete Toxic People: Delete them from your social networks, contact lists, and phone—right now. Stop hanging out with people who suck your energy, are rude, add no value, or make you feel lousy each time you interact. Say good-bye to bad clients, business partners, and team members. Some guidelines: • If the person is distracting or continually sucks up your time—delete. • If it’s a one-way relationship in the other person’s favor—delete. • If people don’t appreciate you for who you are or what you have to offer—delete. • If you can’t remember who they are or where you met them—delete. • If they communicate with you too much or they clog your inbox—delete.

When the team members have achieved a deep understanding of the current state and they are mapping on consecutive days, designing the future state often occurs organically- as long as people are open to challenging their existing silo-centric paradigms about how and where work should be performed

Value stream improvement requires strong team-player mindsets and mapping team members who are comfortable designing for the greater good.

seeing the value stream in action a second time allows the team to learn more deeply. Team members nearly always make additional discoveries during the second walk.

Nissan Dealer Chicago Continental Nissan is one of the most respected and trustworthy Nissan dealers in Countryside and the surrounding area. We proudly serve the western suburbs and the entire Chicagoland area, including our closest neighbors in Orland Park, Berwyn, and Cicero. In over three decades of service to our friends and your families, we have worked hard to bring an approach to the automotive business that reflects our core values of hard work and honesty. All of the members of the Continental Nissan team are taught from the first day they join us to make every experience a customer has with us the best part of their day. It doesn’t matter if you are looking for genuine Nissan OEM parts or buying a new fleet of cars. We strive to bring the best customer service to every transaction.

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