Kathleen Mangiafico | , , ,| By
DPA (Designing Your Partnership Alliance)
Have you been picked to be The Chosen One to lead a winning and dynamic team to victory? When I think about the definition of a true leader, it’s someone who is humble yet confident, as well as fearless, passionate and resilient against the critics. It’s an individual who always keeps their eye on the goal, inspires everyone else to do the same and is unforgettable! Tim Tebow, of The New England Patriots, is the first person who comes to my mind. Love him or hate him, he’s a guy that leaves his mark where ever he goes.
But he knows that he’s not a one man show.
Creating teams requires bringing up the collective energy of the group allowing all voices to be heard and Designing a Partnership Alliance (DPA). No one person can carry the entire load for the team, even if you are in the decision making seat. You must invite everyone to partake in the work, and experience the good the bad and the ugly. This is the only way to keep the spirit alive within your organization and keep moving forward.
So how do you design a partnership alliance with your team?
It sounds simple enough, but you have to let go of trying to control outcomes (and your EGO!). I mean, think about it….can anyone REALLY control results?? NO! But that’s what we do when we “manage” instead of lead.
Follow the step-by-steps instructions below for building the New Economy.
Relationship Tools for organizations
Design a Partnership Alliance – DPA
This process involves all team members including management and is most effective when used within each department.
Ask each other…“Who do we want to be with each other? How do we want our work atmosphere to be?”
Example: Who? – Respectful, positive, honest…How? – Fun, collaborative, goal-orientated. Every individual gives feedback. The DPA allows everyone to be heard creating value and a sense of belonging. Rank, title, status and privilege do not prevail!
Ask each other… “How are we going to accomplish having these types of attitudes and atmosphere?”
Management needs to express their expectations for their team in a respectful way. Employees ALSO are allowed to express their expectations. The team needs to align on mutual goals. Actively listen to each other. Listen for what is trying to happen rather than getting positional/blaming…this will allow space for the work to get done! Management – Stay open to the influence of all voices; don’t be a dictator. Employees – Accept decisions that are made by management; stop complaining about everything.
Ask each other…“Are we all willing to commit to these expectations? What will be the consequences for not keeping our commitment?”
Everyone makes a commitment to the expectations and accepts the consequences.
There are 2 types of consequences:
Positive results – Collaborative and creative team environment; growth-orientated business! Less negativity, more authenticity, better connectivity! Titles and status don’t get in the way of being forward thinking and running a successful business.
Negative consequences – STATUS QUO! Need I say more?!
IMPORTANT: This tool should be used over and over to “re-design” when necessary! Stay flexible in your planning, make changes as needed! With consistency, this process creates awareness of how we want to be together in our business relationships. It keeps the focus on collective goals rather than individual power!
Teaching an “old dog” new tricks can seem impossible and sometimes it is! …My advice to anyone over 40 and still in the business game? Get out of your EGO! It’s getting in the way of bottom-line results and the new economy won’t tolerate it!