A Screaming Kid on a Dive Boat – Lessons for Teams
A tween, sandwiched between their middle aged parents, was one step off screaming as the group journeyed to the outer reef for a snorkelling and diving session. The child was furiously crying and obviously filled with fear, telling her parents she didn’t want to get in the ocean. I sat there with my two kids thinking that this kid was never going to forget this day. It was a dead certainty that the event would be further discussed in the years to come. As a parent, it was actually very difficult to watch. She could have remained in the boat without fuss.
The parents were having none of it. The snorkel guide would be swimming with a lifebuoy ring, to be used if people got fatigued during the 45-minute swim. Note that, 45 minutes. The parents determined that the child would stay with the snorkel guide on the ring. She was still crying and asking not to go as they bundled her into the water with her fins and mask, into the open ocean. Her frightened pleas and high-pitched crying continued during the snorkel with slight breaks from the distress when she was coaxed to look down into the water. By the time we all got back into the boat, her parents continued to tell her it wasn’t that bad. For whom, I ask?
The takeaways?
If someone in your team isn’t sure, inexperienced or simply new, start in the shallows. Build confidence from there. Hand in hand you can work with the person as they move forward and grow in their capacity and capability.
You will find at times that people aren’t always on board with the task. This can have a profound effect on the entire team’s focus and performance particularly if it becomes a constant. Make it clear what the goals are and how the group is going to get there. If there is a deviation, then keep communicating and bring the team back onto task.
Have faith that if the team knows the task and it’s part of the business reflex then they will stay focused and accountable, getting on with the job despite the distractions.
When no one continues to lead, keeping the team on track, the rest of the team is at the mercy of change, often negative change. The team can all of a sudden find itself off course and wasting time and effort on superfluous things.
People need to make their own decisions about how they fit and participate. This is assisted by good communication to help the person know what to expect, why it’s happening and what is the expected outcome. It promotes the mindset, motivation and overall engagement with the task and other members of the team.
It’s ok to leave people ‘on the boat’ and talk to them about why they want to be there and if they really should be somewhere else. Good workplace coaching has a place and benefits teams and individuals by supporting a good role fit.
Sometimes people do need a life ring and part of a care culture is that it can be positively offered. If you have people onboard who are struggling are you having the conversations which support both the individual, the team and the business to find out what’s going on? Good communication can help you reshuffle your talent to make sure everyone is best placed to succeed.