Getting people to work together on the job

By DONNA COBBLE / Scripps Howard News Service

Q: I'd like to model and instill in my team members the concept of "interdependence" as described by Stephen Covey in "The Seven Habits of Highly Successful People" rather than the "I can do it by myself" mindset. How can I teach and encourage "buy-in" in a society where the "If I don't do it myself, it won't get done" philosophy prevails?

A: Stephen Covey defines interdependence as people "combining their efforts with the efforts of others to achieve their greatest success." Covey states that, as an interdependent person, "I have the opportunity to share myself deeply, meaningfully, with others, and I have access to the vast resources and potential of other human beings." People who work interdependently contribute equally so that a much larger goal is accomplished by the team than would be possible by any one team member alone.

To encourage buy-in, team members will have to understand the benefits of thinking interdependently and how it relieves the pressure of having to bear responsibility for all decisions.

Author Donna Fisher, in her book "People Power" gives several examples for moving from independent to interdependent thinking. For example:

-- Independent thinking says, "I don't need anyone's help" or "I can do this by myself." Interdependent thinking understands that it is not a matter of "needing" help, but of making the best use of available resources and working smart. It says, "I can accomplish even more with the assistance of others," and "I appreciate the opportunity to call on the expertise of others."

-- Independent thinking says, "They probably don't have time to... ." or "They wouldn't want to... ," but interdependent thinking doesn't decide for other people. It gives them the information and lets them decide whether they can respond. The interdependent mentality says, "I allow others to make their own decisions about time," "I respect other people's time by being efficient and effective with my requests," or "I call on people in a way that honors their time."

-- The independent thinker is convinced that he/she should be smart enough to figure it out or will be perceived as inadequate if seeking help of any kind. The interdependent thinker understands that, "I'm smart enough to include others," "People will know I respect their opinion if I approach them about this," or "People will realize how determined I am to accomplish this when I approach them for assistance." (Many additional examples of independent vs. interdependent thinking are given in Fisher's book.)

Once the benefits of thinking interdependently among team members are understood, team leaders can guide others through steps for developing the power of interdependence. Ms. Fisher gives eight steps for accomplishing this. They are:

-- Give up thinking you have to be an expert about everything.

-- Notice when you are trying to handle things all by yourself.

-- Let people know you do not have all the answers.

-- Be vulnerable and ask for help from clients, management, associates, friends and family.

-- Utilize the support of others.

-- Be a team player. Share tips, ideas, and information that work for you with others.

-- Accept and express appreciation for the support and contribution of others. Be aware of and fully acknowledge the people in your life who contribute to your success.

-- Discover the goals and needs of the people in your network so that you can support them.

In a team meeting, help team members identify specific examples of independent vs. interdependent thinking and work "interdependently" to achieve solutions for changing from one mindset to another. As the group leader, be very generous with praise and recognition when you see team members working interdependently. Encourage them to recognize each other as well. Fisher's final statement regarding interdependence sums up the concept and could be used as a team motto. It says, "There is no need to reinvent the wheel when you have a vast support system available to call on."

(Donna Cobble operates an employment agency. Letters may be addressed to Careers, Knoxville News-Sentinel, P.O.Box 59038, Knoxville, TN 37950-9038.)