Some situations can lead to behaviors that belong to the “don’ts” list. No one is perfect and can make mistakes but it is vital for organizations to avoid repetition of such behaviors. It is important to understand what emotions or events triggered those behaviors and to try to prevent them. There are different levels of prevention: organization level, department/team level and individual level. In my opinion, organizations should try to foster employee engagement by encouraging positive behaviors.
This is probably one of the most powerful uses for the TIGERS Team Wheel. Catalyzing employee understanding of the behaviors that build trust, interdependence, genuineness, empathy, risk and success as well as learning about the behaviors that damage these principles is critical for establishing norms. Once solid norms are developed and supported by all employees, it is easy to systemize them into employee candidate selection criteria, for performance review, for succession leadership training and for executive selection. Team Charters can also be developed more easily and without the nastiness of team storming.
Unfortunately, very few efforts are made to emphasize the importance of human emotions and psychology in schools. The TIGERS Model, on the other hand was developed from psychology, business and education group dynamic research. So we have understood the impact of behavior on organizational development and applied these principles in organzations for over two decades.
What we have observed is that people are taught how to create a strategy, resolve a case and so on but they are not taught ways to better deal with each other. Organizations suffer from this lack of awareness and they can do much better by considering the emotional and psychological involvement of their employees. People don’t dismiss their emotions when they work, they feel them.
Bottom line, when people feel poorly about how they are treated and dealt with at work, they will shut down, disengage or quit.