Working and Relationships

Working and Relationships

“You’re paid to work together not to like each other.”

A line that is all too often stated when there has been a fall out in the work place and how true that is! But do disputes affect productivity?

Can they alter working atmospheres? Can they lead to a team becoming dysfunctional? Can they lead to talent leaving? The answer to all the above is “yes”.

Key to an effective team is trust and the problem with us humans is we are emotional as Dale Carnegie said:

“When dealing with people, remember you are not dealing with creatures of logic, but with creatures of emotion.”

And that is the key element in resolving a fall out in the office switching mindsets from emotion to logic. Vital to that is evidence of the need for difference and diversity within a team; it’s what makes it stronger. Also important is the group recognition of what each team member brings as an individual to the team. “You don’t have to like each other but you have to trust each other”. For trust is key in team effectiveness and with trust comes respect for each other, effective communication, ownership, team and results orientation.

At Sampson Hall we have two distinct profiles that we use to repair dysfunctional teams and to make good teams better.

One measures Hardiness and Resilience and looks across the four C’s of Control, Commitment, Confidence, Challenge in order to ensure there is the necessary balance within the team and no unwarranted power struggles or individual dominance. The other is based on preference and celebrates the need for diversity within a team. It exposes individual uniqueness and hence the strengths that each individual affords the team as a whole.

Both these tools allow team members to see the team logically and hence they help all team members to celebrate their individual differences rather than have disputes over them. They help teams to recruit the right people; to start off on the right foot; to work more effectively together. They with a little bit of extra work make dysfunctional teams high performing teams. Compared with losing and recruiting someone they are highly cost effective. They deliver respect and trust through diversity.


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Sampson Hall

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