Just Trying to HelpCassandra Ortiz, Cassie Soja, Jenna

Westbrook, & Jennifer Dorsey

Benedictine UniversityMGMT-582

Week 7

He has extensive knowledge regarding a unique and successfully implemented “Multi Client Program” marketing initiative with a previous firm.

The purpose for this type of program had been the same at his old company as it was at his current company, Ralston: “the desire to keep clients in the fold even though the time between engagements might be a matter of years” (Kirby et al., 2006, p.36).

Guy was not selected for the implementation team but was sought out for input by Gina Gallion, a member of the team. After learning that the team is headed in a potentially negative direction, Guy needs to determine if he should butt in or butt out.

This is Guy…and he is facing a dilemma

BUTT OUT!

● Guy was not content in the “advice” he had delivered on Gina’s request and determined that a conversation with Charyl Urquhart, project lead, was necessary but quickly realized that his share was not palatable even after he was given direction to mind his own business by his mentor.

● Guy has not considered the impact of his interaction on the climate. It would appear that existing climate within the implementation team is content and his interruption may have caused a temporary negative overshadowing climate.

● The knowledge Guy has to share is definitely valuable and should be considered as input evaluated by Charyl’s team, however, Guy should be mindful of further interactions ensuring they are cooperative vs. competitive or individualistic.

● “Guy might not think his knowledge was tapped as thoroughly as it could have been, but the fact is, Charyl’s team did contact him, and he gave the group his input. Now it’s time for him to back off” (Kirby et al., 2006, p.42)

Tips for Navigating Climate

Build trust and discuss issues

openly.

Do not attempt to change the

climate without considering how the interaction

will be perceived.

Observe the team for an extended period of time

prior to interaction.

➔ Back on Track

◆ Guy can be available to help whenever requested without interfering with the group’s agenda

◆ Guy can provide resources to the team that may be helpful

◆ Guy can show a genuine interest in the project, whether they follow his advice or not

◆ Guy can BUTT OUT unless Gina or another team member seek him out

Here’s a short video with some feedback to Guy for getting the team back on track:

(Please see email to access the video, it was too large too fit in the slide)

Actions Contributing to Dysfunctions of the Team● Guy assumed this project was the similar to one he had worked on previously at

his old consulting firm so approached it the same way

● Guy went against Peggy’s advice and sent Charyl an email

● Guy gave unsolicited advice and came off as a “know-it-all” to Charyl (see note)

“You know the old saying: Well stolen is half-done” (Kirby et al., 2006, p. 38).

A Different Approach Success in Flexible Cross-

Functional Groups

✓Guy can offer his opinions in an enthusiastic way and offer his willingness to help rather than, “I know best attitude”

✓Successful project teams draw on strengths from many talented individuals

✓ “Today what makes an innovative organization is the number, quality, and variety of links between employees; the more links the better” (Kirby et al., 2006, p. 44)

Collaboration is KeyBuilding trust within relationships

is vital. Team members’ need to trust in each other's abilities and focus only on their portion of the

project.

When issues arise, members need to stay focused on the issue and not

on the people/personalities involved.

In order for collaboration to work, all team members need to be on the same page, focused on the desired

goal or outcome.

All hostility and grudges held need to be set aside in order for the team

to move forward successfully.

Team members should focus on each others’ strengths and abilities and use them for the betterment of

the team.

Preserving face is important, especially when collaborating and

team members should be cognizant of this when interacting.

Collaborating &Moving Forward

➔ Members need to be focused on each others’ needs and desired outcomes.

➔ A meeting should be held to discuss each person’s role in the project.

➔ Best efforts should be made to state opinions without degrading each other or another person’s opinion. Respect is vital!

➔ Team members should remain flexible, as new information may be cause for change.

New ideas may bring about better outcomes/results.

➔ Leadership is key and members need to remain invested.

● Guy should wait to be asked to help- Quit butting in!

● Guy should trust in his team members’ talents and abilities

● Guy should stay focused on his own tasks and needs of his immediate team

● Guy should attempt to regain trust and mend relationshipsCollaboration

Summary

What can Guy do?

References

Kirby J, Buckingham M, Bischmann J, Kolind L, Blomquist T. “Just Trying to Help.” Harvard Business Review [serial online]. June 2006; Vol. 84(6): p. 35-39. Available from: Business Source Elite, Ipswich, MA.

Folger, J. P., Poole, M. S., & Stutman, R. K. (2012). Working through conflict: Strategies for relationships, groups, and Organizations (7th ed.). Boston: Prentice Hall.