That is not my job or responsibility; it is yours.
We are a team organization until you screw up!
As long as I approve the plans, we will be a team organization.
If I can get the boss to approve the idea, we can go ahead with the change.
How many times have you heard these comments in your organization or at company meetings? They are not necessarily wrong. They are comments that most companies make all the time, but if you were really a team organization, they would be presented differently.
We are a team organization until you screw up.
This could be, now that we all agree that the team supports this idea or plan, then no one person should feel any pressure if it does not go as planned. We all have had input and can support the plan-let's go with it. In a team organization, pride of authorship is not there at all. Ideas, concepts, and thoughts are free flowing. The plan is built upon input and support from all members. Ideas are reviewed, and when they are finalized they become the team's decision, not mine or yours. Yes, it really does work that way in a team organization. No one should ever feel guilty or afraid of losing his or her job if it does not work.
As long as I can approve the plans, we will be a team organization.
If the boss takes that position, then you really are not in a team environment. Authority, guidelines, budget dollars or other criteria should be given to the team before starting the objective or plan. The approval really defeats the concept of team. If the team has worked out the details, and they should do this step, then why does the boss have the final okay? This does not mean that the boss is not able to see the details, be made aware of all findings or how the ideas will work. It means that the boss has confidence in the team's idea and it is supported. Nothing destroys a team quicker than having an idea or plan shot down because it was not the idea of the boss. Sound familiar?
If I can get the boss to approve the idea, we can go ahead with the change.
In a team organization, problem solving, changes, and revisions are best handled by the associates that are most familiar with the problem. A team membership should be made up with those that have the most knowledge of the problem or proposed changes. Many times valuable input or ideas are not obtained from the ones who know how to solve the problem best, because their input was never asked for! Just because you are the manager or boss does not mean you are the most intelligent about everything-or does it? Asking for input is not a sign of weakness; it is a sign of strength and a real team-participation process. Once again, in a team organization, it does not mean that the team works in a vacuum or does not have guidelines. It means that once the idea meets the criteria it should be a matter of presenting the data and moving on with the change.
That is not my job or responsibility; it is yours.
If this type of response is being presented in your meetings or at the coffee machine, you really have some team problems. In a true team atmosphere, the problem would be presented and explained in as much detail as necessary to understand it. Then, the team would go to work trying to solve the problem rather than individuals spending time pointing the accusing finger at some or trying to avoid any additional confrontations.
Team building is an ongoing process, not a one-time notice posted on the bulletin board saying we are a team organization. To be successful, trust and commitment must start-and be supported 100%-at the very top of any organization. It takes a great deal of time and patience to develop a true-team organization, but the benefits are well worth the time and effort. It has been my pleasure to be a part of true-team organizations for over twenty years. They do exist and they are profitable.
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