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Wednesday
Dec132017

Seven things that healthy teams check at the door!

Part of being a healthy team is knowing what to check at the door. Ron Edmondson shares seven of them with us.

Originally posted by Ron Edmondson

I think healthy teams are intentionally created, so wherever I serve I’m consistently trying to make our environment better.

Over the years, I’ve learned some things will not develop healthy teams. Many times it’s as much about what we don’t have on our team as what we do have. 

The team I now serve with works well together – most of the time. We get along well with each other. My theory is it may have to do as much with what we don’t bring to the time we spend together as it does what we bring to the that time.

Let me explain. 

Here are 7 things healthy teams check at the door:


Egos

There is no place for them. A team requires everyone pulling equal weight. That means everyone should get equal recognition. No one thinks they are “better” or more important to the team. 

Closed minds 

Healthy teams need every opinion on the team. The synergy of differences makes the team better. No idea is too crazy or wild to at least talk about together — maybe even experiment. 

Domination

No one is in “control” on a healthy team. There are times when all team members are in “charge” because of their responsibilities.

Selfishness. 

Teams can’t be healthy when everyone is looking out for themselves. Healthy teams work together and support one another. They share time and resources. 

Negativity

No one benefits from a poor attitude. Encouragement fuels health and production. Healthy teams encourage one another. 

Personal criticism

Healthy teams support one another personally. They become like family — loving each other. They build each other up — not tear each other down. There may be teasing in fun, but a healthy team learns when even teasing goes too far. (I’ve personally had to go back and apologize for teasing.) 

Stubbornness. 

When any team member holds out for “their” way — including the leader — it keeps the organization from achieving health.

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