The Team Operating System: Making Life Easier for Leaders

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When I think about today's leader in coaching and coaching the team and thinking about all of the things that people need to do to coach their teams from individual needs to the team collectively working together, to the team performing and hitting metrics and OKRs and KPIs.
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Leaders have never had it more difficult.
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And I hear it every single day.
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The Gallup organization reports that we have the lowest engagement scores worldwide and in the United States than I think we've ever had.
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I think it's below 20%.
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Leadership used to be the goal, it used to be the destination for people.
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That's changing.
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Yet at the same time, we know we need to develop high-performing, cohesive teams.
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Now AI comes into play.
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Look what's happening.
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There's massive pace, massive change.
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How do we coach to that?
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How do we coach people and their careers when we have so many things on our plates to accomplish and to achieve?
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So during this podcast episode, I'm going to talk about two main things: the team operating system.
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The team operating system is a co-authoring coaching strategy where people actually decide how are we going to operate together?
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And then the second element is something called the four C's of teamwork: connect, commonality, collaboration, and conflict.
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Now, the team operating system is a methodology where leaders sit down and typically at the start of the year or the start of the quarter and say, how do we want to operate together?
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And the formula is very, very simple, but it takes time to develop.
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Number one, the ideal team is you fill in the blank by doing what?
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And you list out the attributes and actions.
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And then number two, the team of the four C's is getting people connected.
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We really know each other.
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Number two, finding out what we have in common.
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See, here's the amazing thing teamwork isn't just inside the team, it can also be cross-departmental.
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So when we have connection, commonality, and then when we discuss collaboration, like how do you like to work with people?
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And people say, Well, what do you mean?
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How do you like to work with people?
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See, personally, I like to work on my own.
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People think because I'm into coaching, I love working with people.
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I love working with clients.
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I did not like working with employees.
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It's their fault.
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It's just something I personally prefer to work on my own.
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Some people are independently motivated to work.
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Some want to work in a highly collaborative team environment.
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Not everybody does.
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And then number four, what is your relationship with conflict?
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See, here's the challenge.
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When we don't have connection, we don't establish what we have in common.
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If I don't understand how you like to work, and then all of a sudden, if we have a disagreement or something comes up where there's conflict, conflict becomes much bigger than what it really does.
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What we have found, and I'm going to make this as a bold statement, when we implement the four C's of teamwork, conflict dramatically decreases by as much as 80%, if not more.
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It absolutely can eradicate it, completely get rid of it.
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Now, there's a methodology for all these things.
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So think about your teams.
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Think if they had an operating system.
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See, most of the time we think, well, that's the job.
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You got to do your job.
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That's not a team working well together.
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That's people performing individual job tasks.
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So check it out.
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Let us know if you'd like to hear more information about the team operating system.