This five-part series on coaching your team has been a great reminder of how important the code of conduct is to everyone on the team. You can say goodbye to the following when you create the code of conduct when coaching your team:
- Unclear expectations
- Hidden agendas
- Allowing rude behavior
- Unresolved conflict
- Stopping bullies from taking over meetings
This is article# 5 in the 5 part series. You will find parts 1-4 below to review or just in case you missed them.
Coaching Your Team Secret #5: What to do When You or Someone Else Breaks the Code
- Take a deep breath
- Don’t take it personally
- Acknowledge the person
- Listen without interrupting
- If you made a mistake admit it
- Ask the person how to make it right
Breaking the code is to be expected at times especially when a team member didn’t buy into this exercise from the beginning.
This is when everyone needs to step up their game and take the initiative to have that tough conversation with the person who broke the code.
It’s not up to leadership to have these conversations because everyone is on the same level when creating the code of conduct while coaching your team.
Case Scenario when Coaching Your Team
One of my HR clients had a hard time getting everyone on the page sharing clear expectations with the team. She called me in to create the code of conduct because several team members were starting to work in silos and keeping important information from other departments. During the training, it was like magic when I asked everyone to make a list of what topics they felt needed to be included in the code of conduct.
My HR client was thrilled because this was a barrier when she was coaching her team before this exercise.
We did get agreement from everyone to include clear expectations in the code of conduct. Team members discussed why it was important to their department and even to the individual team members. It was an eye-opening moment for those who were working in silos and didn’t realize how they were holding back team communication.
Oh Oh…Someone Broke the Code of Conduct
About a month after the code was established, one of the team members contacted me for ideas on how to address this issue with an individual who kept client communication from other departments. We practiced a few communication strategies and the employee went to the team member and said,
“I was caught off guard when I didn’t receive information about our client because we decided how important clear expectations and communication is for the entire company. Please let me know what you need in order to make sure that this doesn’t happen again.”
That’s it. Short and sweet. There was no judgment – only an open conversation about breaking the code.
The person who broke the code admitted that she forgot to share the information and she thanked her colleague for bringing it to her attention.
I realize that you may work with a difficult person who would not have responded in such a positive way. That’s still isn’t an excuse for you not to speak to him or her. You may need to go to leadership for a coaching moment on how to handle this.
Plus you have your own conflict resolution and communication coach right in your corner. All you have to do is send me an email while you are coaching your team
Let’s Stay Connected
Please share your thoughts about this week’s post. How does it resonate with you?
You can share your thoughts in the comment section or send me a private email HERE.
I work with HR and Business Professionals so that they feel heard and respected which means they feel confident in tough conversations without losing their cool. 🙂
Until Next Time,
Joyce Weiss, M.A., CSP, CVP
Conflict Resolution and Communication Coach
Queen of Conflict Resolution
P.S. Please share this post on your social media so other growth-minded people can control their inner stress.
P.P.S. Below are all the links from parts 1 to 4 in the series – Easy Secrets when Coaching your Team