Episode Transcript

What’s up? What’s up? What’s up, everybody? Welcome back to THE a.m guys, welcome back to five minute rants. I’m your host, Michael Abernathy. And welcome back to the show predicated on the journey of life and business. So guys, real quick before we get started, if you know somebody whose life would be changed or better by listening to this show, would you share it with them, and partner with me to help change lives? I appreciate it.

Well, guys, today, I want to talk about healthy teams. And I really want to talk about What it looks like to have a healthy team. Okay. And I think one of the number one aspects of having a healthy team is openness, right? The floor is open for everybody to be able to talk, provide feedback, everybody has a voice, right? It doesn’t mean that the authority isn’t respected or that the hierarchy of the team is violated in any means or way. But What it means is that there is no politics within the team. So nobody is just saying things to keep everybody else happy. Nobody is saying things to really just placate and to enable others to continue in poor decisions, it means that there’s a healthy place for people to come and discuss new ideas, and also to come and discuss problems.

One of the biggest failures in teamwork is when we cannot actually discuss problems, when we cannot discuss What we actually see is going wrong. And whoever’s in charge has a hard time listening to that. And if you’re in leadership, it is so important for you to have humility, and be able to be wrong, it is so important for you to be able to stop and listen to your team to stop and listen to them, to help yourself really move forward to hear the things that they have to say, whether you think they’re positive or negative, and actually, everything’s really positive, it just might be something negative that you’re talking about. But if you choose to look at the problem, you choose to look at What is causing the problem, and then build a solution for it. Everything technically is positive for your life, it helps you move forward in the direction you want to go.

And I have worked for a lot of teams and a lot of different places and the worst bosses I’ve ever had have been the ones who can’t be wrong, and have been the ones who cannot take feedback, or who are not open to new things. So it’s very interesting. When you are closed, you become very closed off. And when you are closed off to new ideas, it really comes from the mindset of not being able to be wrong, you have to be right. So you’re constantly, you’re constantly looking to be right. You’re constantly fighting to be right and always have the right answer, okay. And when you have that mindset, or that heart position, and you’re operating from that place, What it really does is it shuts you off to anything new happening in your life, it shuts you off to new ideas, to new solutions, it shuts you off to anything new that the team needs to look at. And then your adaptability skill set is a radically hampered, and it is radically really handicapped, because you’re not going to adapt to new things. So you don’t handle change. Well, because change means I could be wrong change means I don’t understand the new boundaries and things like that.

So if you have problems with change, if you don’t like change, oftentimes it comes down to I don’t want to be wrong. Now there’s a plus side for, for really wanting to have quality solutions, right. So like between Andrew and I really value a lot of efficiency, I’m not saying don’t value quality I do. But in terms of quality versus efficiency, I would pick efficiency over quality. Because once you get to a certain point quality, it’s hard to actually get more ROI. And if whatever you’re trying to build, and you’re on the other hand loves quality. And he wants to go deeper with quality wants to provide better quality solutions wants to run further with quality. And so there’s a plus and minus to both of those mindsets.

But people who also, you know, don’t want to change as much or have a problem with changing or adapting. They prefer quality oftentimes. So if you’re a person who really prefers very quality things, know that you’re probably bad would change. And the reason why I’m saying this goes back to that mentality of being right or wrong. And if you’re not able to be wrong, you’re not going to have a healthy team as a leader. If you’re not able to take correction and criticism, you’re not able to have a healthy team.

And so here as I close out just a few key points. For healthy teams healthy teams talk. They correct each other. They’ll edify and encourage. They’ll share the workload. Healthy teams are full of gratefulness. They have ownership of the work and the organization. And they also have each other’s back. If your team doesn’t have each other’s back, you have poor team culture if there’s not the united front to really manage the work and produce the best outcomes possible as a team. You’ve got poor team culture and you got a lot of work ahead of you.

Anyways guys, I don’t have time so I’ll catch you later. Peace