Your answer will likely come from an aspect of something you value AND what you consistently show up for. Misalignment of assigned responsibilities and/or unique contributions often leads to disengagement and underperformance. When we experience this from team members, it can be a sign they are being assigned duties they aren't gifted or trained to do and can also identify skill gaps.
Action Items for Dependability
These action items are provided by Chapman & Co Leadership Institute, n.d:
Clarify roles & responsibilities of all team members
Evaluate skills-based training programs
Consider which behavior(s) your people/leaders need training on
For each missed deadline, determine whether it was a system or process failure or behaviors within the team
Team members are more than a title or box on an organizational chart. They each have unique talents and gifts to offer the team. Gaining clarity on the combination of these through clear communication makes the team efficient and more effective. Showing one another how we're reliable is a significant step toward building a healthy team. You’re showing trustworthiness. Awareness of what is needed to lead in our dynamic work environment takes the intentional building of skills that genuinely support human leadership. Nobody wants to be the “flat tire” on the team. They want to get to a meaningful place together!
Real World Story
One of the teams we worked with was experiencing some drama. Through diagnosis, we found that 83% of team members had been asked to accomplish a task they were n’t trained to do or had any experience with. This revealed a skill gap in their team. Together, they quickly came up with two people who could help in this area. After reaching out, one of them provided the help they ne eded to solve the problem…in 20 minutes. By adding this informal new team member, the team almost immediately became more efficient and effective. This also provided the opportunity for all team members to step more firmly into their areas of expertise.
On Your Own
Reflect on your team members. First, write down what you believe are their areas of responsibility. Next, write down what else you know about them. What are their strengths and interests? Are there hidden or apparent talents not being utilized? What have you and others recognized and appreciated about one another? Are team members using those strengths?
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