#teamwork

In a tough environment, your colleagues can really make a difference. With all of the rapid fire changes, collaborative, experienced and, sure, funny colleagues are what helps the most.

Source: Dr. Mullen

I once hired someone smarter than me. I hated how it made me feel.

→ They were sharper in meetings.
→ Faster with decisions.
→ More technically capable than I was.

Instead of feeling proud, I felt exposed.

I started wondering:

If they're better than me, what exactly am I bringing to the table?

Then it hit me.

I was competing with talent I was supposed to be leading. So I changed how I led.

1️⃣ I asked more questions than I answered.
↳ My job wasn't to have every answer. It was to get the best thinking into the room.

2️⃣ I gave credit publicly.
↳ If someone was better than me at something, I wanted everyone to know it.

3️⃣ I shared decisions earlier.
↳ People take more ownership when they help shape the answer.

4️⃣ I made disagreement safe.
↳ If your smartest people are afraid to challenge you, you're wasting their talent.

5️⃣ I admitted when I didn't know.
↳ Pretending to know everything wasn't leadership. It was insecurity.

6️⃣ I measured myself differently.
↳ Their growth became a better measure of my leadership than being the smartest person in the room.

That changed how I thought about talented people. I didn't need to outperform them.
I needed to create the conditions for them to outperform me.

How do you make friends here? part of my job is actually to help people do less manual work but it seems that everyone loves manual work. And when I ask my manager if I can reach out to some other teams, he/she said: oh. Please don't, we just do not talk to each other.

I was like, how are we going to do the projects? Can anyone shed some lights here?

And please, be honest.

Source :

https://economictimes.indiatimes.com/news/international/us/quote-of-the-day-by-oracle-co-founder-larry-ellison-taking-care-of-your-employees-is-extremely-important-and-very-very-visible-offers-timeless-wisdom-on-teamwork-productivity-in-workplace-kindness-compassion-empathy-charity-shows-psychology-of-true-success/articleshow/133318935.cms?from=mdr

Verizon paid employees, can we come together and do more. We can cry about an infinite number of reasons why the work is hard, yet we stay and we quit putting in any effort. Since we are stuck together at work, do we have the professionalism to help each other, or are we going to pout and refuse to put in any effort? We can avoid RIF, but a collective lack of effort only provides the company reasoning for further RIF and rebadging.

What happened to that sh-t? 🤷🏻‍♂️

In a previous town hall, the senior executive who will not be named listened to the frustration of senior directors (plural) under him, as well as chat entries of attendees, on Teamworks which made them lose valuable talent.

The feedback is in unison: Teamworks is not worth the negative impact to employee's welfare and retention. In the end, this senior executive said "Don't worry about teamworks. So long as we don't see an average of five hours of work per day, it's fine."

Well his other cohort, another senior executive, has been going around in staff meetings pressuring managers to get tighter on Teamworks or else they themselves will get in trouble.

Same company (Hughes), two senior executives, two different perspectives on Teamworks.

What is going on at CDW?

We have new hires and overseas contractors fighting with current and former coworkers.

We have current and former coworkers fighting with new hires and overseas contractors.

So much for being a "family" working together to gain market share and making things better.

Taking a moment to appreciate my time at Teradata San Diego.

On the Customer Success team, I've learned that great technology only matters when it changes something real for the people using it — and I've gotten to see that happen week after week. The talent here is remarkable, but what stands out most is the culture: people who share credit freely, jump in without being asked, and genuinely root for one another.

Add in the energy of the San Diego campus, and it's easy to see why this place is special.

Proud and grateful to be part of this team. 🧡

#Teradata #CustomerSuccess #SanDiego #Grateful

Do you feel employees are safer from layoffs if they’re on a larger team versus smaller team or does it just not matter?

I'm tired of seeing coworkers turn on each other. We're all in the same boat. The company doesn't care about any of us, so why are we wasting our energy on each other?

MK post about the World Cup. Wanted to be a soccer player but life took different path. But the game taught him the importance of teamwork, adapting to new environments and staying focused.

Wonder if any rank & file will be invited to the final at NY/NJ Stadium.

TM mentioned in my 1x1 from one of their meetings with the SM that the additional in office time is having the intended effect/results and believes that because of this "success" more time in office will come sooner rather than later. Could be nothing but I thought it was interesting to say the least.

Does anyone know the trick to keep teams status green, even if you are curled up in the fetal position on the floor?

But you are being pit against your peers in the rankings and the distribution is enforced.

Go team!

Leadership keeps saying the office will help with teamwork and new ideas. I’m taking that as my reminder to clean up my resume.

Do they collaborate well or do they have pointy elbows?

The best direction from above this week is we need to work better as a TEAM!! From the same people who demand that everyone on that team be split into specific categories by specific percentages where some of them must be rated as needs improvement regardless of how that team performed. LMAO, that's the way to get people to work together. I used to feel like I was part of a team, now it is everyone for themselves, not the bigger goal, just survive another layoff.

Any thoughts on the town hall yesterday? Lots of teamwork and buckle up talk but nothing of substance.

The culture that we are getting into right now with teams, and these group pings is absurd. They say it takes 20 minutes to refocus after you’ve been distracted… these silly group pins and constant teams alerts on pinging are so unproductive and frustrating. Just send us an email! Not to mention things keep getting lost in different variations of group groups that are pinging so I literally can’t keep up.

I’m so over teams and all the obnoxious features that come with it that destroy my productivity.

I have watched leaders with authority lose the confidence of their teams because they lack emotional intelligence. Connect first and then lead.

My gut feeling is they don't know what they are doing and are just trying another model that will also fail. There are so many groups to all running around "getting alignment" with each other that they fail to just get the work done. They could be driving right off a cliff and all they would worry about is if they are doing it consistently across teams with shared components.

@ac+1kr3jt5gv makes a great point.

Me and the boys completed our first week of the old badge switcheroo. It was a wild success!

We take turns holding everyone else's badges. Then, the one holding the badges goes into the office and scans everybody else in. It works like a charm!

Now, each of us only goes in once per week!

We are already talking about ways to make it better. We are open to your ideas!

Hi does anyone know if you are in your non-working 60 days if you still have to use PASS to authorize stock trades. Don't see any links on Teamwork's at home around the PASS system. Thanks

We already had a culture of “every employee for himself” thanks to stack-ranking (based on dubious criteria) and other shenanigans.

Adding the constant threat of layoffs isn’t going to make people more collaborative and more willing to share information. You have to laugh at the ineptitude of whoever came up with this strategy! It’s like shooting yourself in the foot because it was hurting.

I’m a new director to Honeywell (4 months). I’m completely shocked my the lack of professionalism and communication skills. People don’t respond to meeting invites, ignore email, read texts/don’t respond and don’t call back. Free for all. The folks at the site only do what they want, no partnership with corporate functional leaders. Why has the culture devolved to this?

Those of you who aren't in a production based role and aren't being tracked 24/7 do you keep yourself active on teams even when you have nothing to do?

In most organizations, you will typically find two groups of people. Those that are desperate to lead and those that are not interested in leading. Most times, your best leaders are in the latter group. The question is, how do you convince the latter group to want to lead?

Tasks get passed from team to team because no one wants to claim them, and things keep getting missed. Then it all blows up into a last-minute rush to get it done. How can anybody expect for a company to run successfully like this?

Tasks get passed from team to team because no one wants to claim them, and things keep getting missed. Then it all blows up into a last-minute rush to get it done. How can anybody expect for a company to run successfully like this?

Return to office, a fresh new start,
A chance to reconnect, to share, to spark.
The hum of voices, ideas in flight,
Collisions of minds that just feel right.

No more the silence of screens alone,
But laughter and teamwork, fully grown.
Quick chats that turn into something more,
Innovation waiting behind each door.

Morning routines with purpose and pace,
Seeing determination on every face.
A shared momentum, a collective drive,
Where goals feel closer, ambitions thrive.

So here’s to the days we gather again,
Colleagues as more than names on a screen.
Together we build, create, and inspire
In the office glow, we rise even higher.

What happened to this place? We used to collaborate, now it’s every team for itself. No one shares anything, everyone hoards information like it gives them an edge. Do people actually think that’s going to protect them or get them ahead? Is this seriously where we are now?

After they cut so many people, the team dynamics are completely different. Nobody really collaborates anymore, everyone just sticks to their own stuff, at least in my area. The shared ownership we used to have is gone. It's changed how we all interact and not for the better. It's just a completely different company these days.

There is a pattern of behavior where the individual keeps project teams siloed and separated, while expecting everyone to remain aware of all activities. At the same time, information is selectively hidden within teams, creating confusion and lack of transparency.

Communication is often done in Hindi, which can exclude some team members from fully understanding discussions. The individual also appears to influence people to report directly to him, positioning himself as a central point of control. When status updates are requested, he tends to protect those who report to him, which encourages more people to align with him for safety.

Conversely, those who do not report to him are often put in a negative light—either blamed, overlooked, or set up in ways that impact their performance or perception. There are instances where opinions are shaped against certain individuals, affecting their growth, ratings, and opportunities. Senior leadership responsibilities such as supporting, mentoring, and enabling team success are not being fulfilled consistently.

This environment has led to decreased trust, lack of collaboration, and has been a contributing factor in multiple team members choosing to leave.

Noticing a pattern lately where a lot of the heavy lifting gets done by individual contributors, and then the narrative shifts upward when it’s time to present outcomes.

Genuinely curious—why does this keep happening, especially at the D and SVP levels? Is it visibility, communication gaps, or something more structural?

Would be great to hear how others have seen this handled (or fixed) in their orgs.

If you can't pause your sniffling long enough to stay something, or mute your mic fast enough so that everyone else on the call doesn't have to hear it. Seriously, offload that responsibility until you are no longer forcing the entire call to hear you sniff every 10 seconds.