True and enduring support in an organization comes not just from connecting with and receiving tangible or intangible support from other people, another project, another initiative or another agency in the organization. It comes from a Triangulation, wherein both you and the other entity link positively with a third entity (a shared mission, a shared vision, a shared commitment to and capacity to enable a more general and critical project in the organization). A triangulated structure is always stronger (able to withstand powerful external forces) than a structure with only two anchor points (or two sets of anchor points: a four-sided structure).
We find formal levels of support in acts of Investment. This is the way in which Tangible Support is offered. Unwavering and specific contributions of resources arrive from elsewhere in the organization to you and your work. At the informal level, support is offered through Encouragement. This form of (Intangible Support is conveyed through the sustained and honest best wishes of others in the organization for your success in your current job or team.
Process
While an effective team will be journeying toward the pot of gold by operating in an organizational environment with appropriate levels of control, accountability, influence and support, a way of operating is also critical to the success of this journey.
Finding Truth in Dialogue: Specifically, I would suggest that the process of dialogue (rather than debate or discussion) is an essential ingredient regarding the way a team operates. I am not alone in making this recommendation. One of McKenna and Pugno’s (2006, pp. 161-162) leaders speaks eloquently and at some length about this critical use of dialogue in building effective health care teams:
“Authentic leaders communicate candidly and constructively with others, and help others become respectful, honest, effective communicators. Using effective dialogue skills, leaders help others solve problems and move forward. The Greek roots of the word ‘dialogue’ could be loosely translated as ‘meaning flowing through.’ Dialogue is the respectful, two-way, open-ended flow of communication that balances listening and speaking for the purpose of learning. Other forms of communication – debate, directing, discussing – may influence or control people, but are unlikely to maximize productivity or effectiveness to the extent possible through meaningful dialogue.
Authentic leaders create dialogue by asking effective questions that lead to enlighten and engage others. Effective questions are often open-ended; for example: ‘What do you think about this idea?’ “How would you solve this?” “What other factors should we be considering?’ ‘What do you see as the obstacles we face?”
To respond, others are required to share their thoughts and ideas. The discussion should flow naturally. You may begin, for example, by inquiring about the person’s hopes or intentions: ‘What do you want to accomplish?’ This leads to problem identification: ‘What problems are you encountering?’ which can be followed by assistance in exploring solutions: ‘What do you see as your options?’ The leader can then encourage action, by asking, for example: ‘How do you plan to proceed?’ and offer support: ‘What can I do to support you?’ “[Francine R. Gaillour, MD, MBA, FACPE, Internist, Founder and Director of Creative Strategies in Physician Leadership™]
