Do I really need to improve team culture within my organisation? If you’re asking this question then let’s take a check-up from the neck-up. While this is about Team change – we need to begin with ourselves and part of that is to become easy to work with…and for.
Someone once told me that when there is a problem, I’m always around – ouch. But, it did get me to look within, rather than pointing the finger to outside circumstances, be that my Team or situations that I perceived to be out of my control. Your Team is looking to you to lead in action, words and also in behaviour…so we ask the rhetorical question – are you talking the talk?
Through your position of Director or Management not only what you do is important, but how you say it, and how you do it. Even your most subtle behaviour is noted by your Team. Arriving to work unsmiling and grumpy sets the tone for the day. I can remember during my early working career, noting with trepidation the tone of my Supervisor, knowing that whatever the mood, that would dictate the day’s work. We’ve all been there, and sometimes it takes us stepping away from the trees, to get a sense of the forest in front of us.
This can best be described as the Law of Reciprocity, and can basically be summed up by stating the golden rule: do unto others as you would have others do unto you. However it goes one step further than this. The law states that whatever you do will be returned back to you. In other words, if you want to create success for yourself, help someone else become successful.
Your mother may have told you many things that fall under this law when you were a child. For instance, she may have told you that if you wanted friends you needed be friendly. Or, if you are a bully one day you will be bullied back. Your mother actually was telling you about the law of reciprocity without you or her even knowing about it.
The principle is that others will reciprocate in kind based upon the way you treat them. The world gives you what you give to the world. Social psychologists use the term “idiosyncrasy credits” that result from the favourable impressions we make on others. These credits accumulate and you can cash them in for favours or to get others to do things for us.
Stephen Covey, author of The Seven Habits of Highly Effective People, uses the phrase “emotional bank account” to describe the principle of reciprocity and the corresponding credit-withdrawal process in relationships. Using the metaphor of a financial bank account, the emotional bank account describes the trust that accumulates in a relationship. Like the financial bank account, you must make deposits before you can make withdrawals.
When it comes to success in your life the law of reciprocity will help you gain unparalleled amounts of success. The more you help others gain what they are looking for the more you will be helped. It may not seem like this is the case on the surface but you cannot give without receiving back.
There are eight important points to note regarding The Law of Reciprocity:
1. People expect repayment over time. This is based upon the idea of social exchange. Reciprocity is an implicit assumption in most of our relationships. Giving and receiving favours is a common exchange. When someone does something for you, they implicitly expect that when the circumstance is right, you will do something of approximately equal value for them. For example, if your neighbour helps you put up a fence, your neighbour will expect you to help them when they put up a fence or need other assistance with their home. If you cover for someone at work, you expect that they will cover for you when you need their help.
2. Acts must be mutually rewarding. A successful relationship requires that all parties benefit from the relationship and invest in the relationship. Even when one party might be the primary giver, they still often have the expectation that they will receive in kind—if not from the other party then from the world at another time.
3. Deposits don’t simply accumulate. The value of the deposits can increase or decrease over time. People may forget or ignore small deposits. People may remember big favours and large deposits for longer periods. The value of deposits is what the other person perceives the value to be.
4. You can go in the red. You can wipe out your account with a single withdrawal. If you don’t have a large accumulation of credits, or you make a very large withdrawal, or you make many small withdrawals, you can go in the red.
5. You make deposits or receive credits by making favourable impressions on others—by doing things for them. You make deposits through courtesy, kindness, honesty, respect, and other favours. The favours are often small, but they accumulate over time as your relationship blossoms. The deposits build trust and create a history of what the parties involved in the relationship expect from each other.
6. A history of reciprocity promotes trust. People evaluate your actions and motives based upon their perceptions of your previous actions and motives.
7. Reciprocity is a very powerful form of power. The expectation of giving and returning favours creates an obligation to stick to agreements. This is a very powerful and psychologically binding expectation. Although they may never discuss the expectation openly, it is there and affects negotiations and relationships.
8. Reciprocity can be both positive and negative. If you harm others, they may seek revenge or retribution. People want to make things even in a relationship. They want to do good for those who have treated them well. They want to do harm to those who have harmed them.
By understanding and using the power of reciprocity, you can improve your relationships and avoid mistakes that can permanently damage your relationships. In life and work, you get what you give. To apply the Law of Reciprocity in our situation, we at Think Group suggest that you use the simplest of strategies, and that is to arrive smiling – you can’t complain with a smile on your face and your staff will be less inclined to as well.
Try it out when walking into a shop today.
Walk in and frown and see how people respond to you…
Walk in and smile…and notice the difference!
You do affect your Teams mood and so just by smiling and laughing and being more fun to be around makes for a happier team!
And a Team better able to cope with stress and difficult days.
Even if you have walked past that same staff member 5 times today you need to always acknowledge their presence…and it doesn’t hurt to smile!
The more you smile – the more the Team smiles and the more relaxed and fun your work atmosphere becomes. Watch for the frowning creeping in – and correct it when you are conscious of it and you’ll have Team Culture that your mum will be proud off.
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