You may or may not know that Mooski was developed, and is managed, by a company headquartered in Melbourne, Australia – Worklogic. It’s a consulting company which is called into workplaces most often when a wheel has fallen off the wagon.
This is a review of a new book written by my bosses.
‘Sycophant,’ I hear you mutter. Well, yes – don’t most of us like to please our bosses? It’s one of the distorting realities of all workplaces and something we’ll consider more carefully in another blog.
But this is a seriously useful book which is in lock-step with many of the concepts you’ve encountered in Mooski.
Worklogic was founded by its two co-Directors, Rose Bryant-Smith and Grevis Beard. Their latest book is called Fix Your Team and it is a distillation of all they’ve learnt, and all they’d like to see improved, in their collective decades dedicated to repairing dysfunctional teams.
To give you a flavour of its approach – and why I think, if you like Mooski, you’ll also like this book – please read this excerpt from a chapter called ‘Buckle Up! Look After Yourself!’:
The members of a dysfunctional team may have lost sight of their ability to influence how the team works. Old habits, difficult times and personal challenges can make people fearful of trying new ways of being…
Be compassionate with each other, recognising that your colleagues’ preparedness to trust each other and work together to effect change has probably been damaged.
At the same time, do hold each other accountable. Make sure you stay in there for the long haul because real and meaningful change can take time. Encourage one another, each and every day, to bring your best selves to work…
Fixing your team will take grit, kindness, moral courage and openness to be vulnerable. You’ll have to stick your neck out. You’ll need to be strategic. It will take some audacity to say: We can be better than this! (p245)
The book is structured around 12 familiar workplace scenarios: Gossip Culture (cruel conversations); Unprofessional conduct (when bad behaviour goes unchecked); Toxic personalities (one bad apple rotting the whole barrel); Personal crisis (someone is struggling); Workplace romance (keep it professional); Family ties (the spectre of nepotism); Lack of diversity and inclusion (the risk of a white bread workforce); Unresolved historical issue (skeletons in the closet); The manager’s style (it’s not the team, it’s you); Unhealthy competition (winners and losers); No clarity, no accountability (the path to complete chaos); and, Overwork (team stretching, presenteeism and the 24/7 paradox).
A toolkit is then offered: all of the 14 options that might be available to teams engaged in fixing themselves. The toolkit includes specific methods to a) address unhealthy conflict, b) address unconstructive individual behaviour, c) develop the team’s character and connections, d) align with values, e) develop leadership and management, and f) care for each other. Then the various individual tools are mapped against the 12 scenarios giving concrete ways to take action and start fixing.
You may not need it yourself, but I bet you know someone who does. Feel free to recommend!