When we/they occurs within an organization, we shut down the possibility of achieving a great culture.
This week, Dr. Pilcher tackles a subconscious barrier to uplifting our organizations: we/they behavior. She explains the effects of we/they on our team’s performance and results and provides insight into how to stop using this default communication for good. The results can be dramatic, imagine a positive culture where people take ownership. This episode addresses questions, such as:
- What is we/they and how does it affect our culture?
- How can we avoid pointing fingers?
- What are alternative ways of communicating a message?
A We/They culture occurs when someone positions themselves in a positive light by making someone else "the bad guy." This occurs when there is a situation that may not have a pleasant or appealing outcome and the leader choses to place blame, rather than own the situation and work through a solution.
Words matter in the effective communication of a message. As we strive to communicate effectively, we think about the outcome we want from the communication. Thinking ahead is so important to helping you choose your words well, regardless of the communication tool used. We call this effort Key Words at Key Times.
What is accountability? Our coaching team spends a lot of time with leaders and teams on the concepts of We/They and Ownership. The concepts are often taught together, even though it's impossible for them to actually exist together. If individuals practice We/They, they are not owning the work, the goals, or the outcomes.
In Results That Last, Studer teaches leaders in every industry how to apply his tactics and strategies to their own organizations to build a corporate culture that consistently reaches and exceeds its goals.