Open, Honest, and Direct by Aaron Levy

Author:Aaron Levy [Levy, Aaron]
Language: eng
Format: epub
ISBN: 9781632992376
Publisher: River Grove Books
Published: 2019-08-13T04:00:00+00:00

Encourage your team’s involvement

Encouraging your team to ask clarifying questions provides the opportunity for them to challenge the agreements if they don’t make sense to them, to dig into each one, and to truly understand what they mean.

Follow up in writing

Send the agreements in a follow-up email, asking people to come prepared to your next team meeting ready to align on the agreements as a team.

Make deals as a team

At meeting two, ask the team if they can commit to demonstrating these behaviors. If they align with the agreements, ask them to commit to exhibiting each behavior. If they can’t commit, seek to understand their perspective, and work toward aligning on a revision or new commitment instead. Continue the discussion until all of the agreements are committed to by all of the team members.

If you’re the leader, you may wonder why it would be necessary for you to ultimately have to modify any of your original agreements. Don’t you get to call the shots? Wouldn’t you know what’s best for your people? Remember the purpose and intention of the agreements: They are not and were never intended to be only your expectations for the team. At their heart, they are a set of guidelines to help your team operate at its best, created by all of you together. If you don’t achieve alignment with the team, this won’t happen. People don’t operate at their best when they feel their boss is unable to truly hear and understand them.

In my experience, it is rare that your agreements will be so off base with how your team feels that they will reject them. Usually, there is one agreement that needs to be revised, reworded, or—in some cases—scrapped. It’s much scarier preparing for this, thinking about all the what-if scenarios, than it actually is when you roll out the agreements with your team. If you are open to feedback, willing to make changes, and intend to create a set of common norms for how people on your team treat one another, you’ll come out on the other side of this process a much stronger team. Your people will be happier and more invested, and you will have worked together to create the kind of environment that they want to be a part of.

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