A common reason teams don’t perform well is because an interpersonal relationship within the team that has soured.
“Some research suggests that a key reason why some teams fail is that employees are ill-prepared to make the transition from individual contributor to team member”. Capretta, Cara et al. FYI For Teams. Korn Ferry. 2017.
Sometimes the best way to fix a wounded relationship with a co-worker is to ask for a do-over. A mulligan. Not just a situational mulligan. An entire relationship reset. I’ve seen it work and it will catapult results for an organization!
Mulligan – noun – (in informal golf) an extra stroke allowed after a poor shot, not counted on the scorecard.
If you know you’re in one of those relationships and you have a level of emotional intelligence that enables you to swallow your pride and release your need to be right, then try this simple formula for your relationship mulligan:
I often work with leaders (via triad meetings) who are trying to repair their damaged relationships. It isn’t unusual for the leaders to decide to profess their intentions to their team members and peers. This creates a level of support, accountability and encouragement they wouldn’t experience if they nursed their relationship in secret. Not sharing your intentions overtly also allows you to slip back into old behavior patterns when workplace stress heats up. Sharing and following through on your commitments also sets a powerful example for others in the organization.
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