Often overlooked, ignored or accepted, we all observe behavioral games teams play. Call them what you will, but regardless of their name, they are unproductive in nature. They can best be described as the conversation after the conversation, the conversation with the person whom you are not suppose to have the conversation with and the conversation avoided. You’ve seen it, heard it and may have likely participated in it and it happens in all sorts of places and in all sorts of ways.
We have established a few names for some of the games we’ve observed, they are listed below. The outcomes of the games are, a majority of the time, not only unproductive, but often hurtful to the business to people and most definately to profit. In connecting with us through the blog, we’d like to know your take on the games you observe. Share with us what you’d call the game and maybe a short example.
This is meant to be a fun topic, so please share your stories. If not from your current environment, how about from a past workplace. We look forward to hearing your thoughts and experiences.
GAMES…
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Recent Comments | 2 Total
February 24, 2009 at 7:52pm by Stephen Dolle
OK. You list games that are mostly silly and immature. Well - here's one that happens everyday - and it's a cross between gossip and others need to know. I'll give it the name, "Painful But Necessary."
This is when you either discover information, or are shared information w/o a request to keep in confidence, where the information is relevant to the operation of the business or to a fellow co-worker who has an issue that can directly or indirectly affect the business.
The information could be embarrasing, may lead to disciplinary action, or even worse, or be beneficial if it comes out. But it is you who know, and only you who can speak up. It may be someone you have a close relationship with, or someone who sees you as a threat. It could be something as minor as a hygene problem, a personal issue affecting his/her performance at work, or your witnessing a serious error. What do you do? If you care for the person and the company, do you not intervene (even at risk of angering the person)? If you tell management, you are a tattle-tale. If you don't, you are disloyal. If its someone you've had prior words with, you may be fanning a repriesal. What do you do?
April 9, 2009 at 12:05am by Helanie Scott
As with all communication around situations that require us to pick a side or be confrontational, the decision and word choice can be difficult. In fact, because it is so difficult, many companies today are choosing to implement anonymous reporting programs whereby their employees call into an 800 number and make a report anonymously, such that the matter can be dealt with while eliminating the fear of being a tattle-tale or being disloyal, yet assuring that the ‘right’ thing has been done. For those that do not work with companies with such options, the choice to speak or not-to-speak hinges upon your ethics, morals and sense of what is right, but keep in mind that fear should never stand in your way of doing what is right.
If the situation is directional at a particular individual, I would recommend that you implement three critical activities. 1) Think about the outcome that you are trying to achieve by speaking out. 2) Action your outcome with a communication plan, giving significant consideration to speaking directly to the person being implicated. This will allow him/her the opportunity to clear up any misunderstandings and hopefully to take accountability for their action, eliminating the need for you to do anything further; 3) Finally, Talk. Be grounded, factual and logical, avoiding the need to inject opinions, yet let the other person know that your communication is foundationally out of care for the person and/or the company.
Keep in mind that sometimes, even with the greatest of care and respect, the other person will anger. The thing to remember, in this situation, is that you are not in charge of, nor do you control, the other person’s emotional maturity, you are only in charge of your own. Do what is right. If what the other person did is wrong or in violation of a policy, they likely know it and will get over their anger. “It is always the right time to do what is right.”