It’s ok to have your own individual beliefs around alcohol, sexual orientation, religion, a way of life or a point of view. But when you represent a team, either at work or socially, you need to be able to represent the team’s ethos, code and values.
Team values
Every company, small business, local club or community group has their own set of values and the individuals within these groups, need to have the discipline to represent them. Typically, you agree to abide by and represent these values you accept the position, join the team or align yourself with the group.
It’s not about religion, nor is about freedom of speech. When you join a team, group or company, you need to respect the values associated with it and operate within them regardless of your own beliefs.
You need to be the statesman or stateswoman.
I respect everyone’s right to speak their mind, whatever that may be, but what I don’t agree with is a complete disregard for accountability to your team, colleagues and/or your employer. When we go to work, we make a conscious decision to commit to the team and the organisation we work for. As adults, we make this choice, this is how we first exercise our freedom – in choice.
If your personal beliefs don’t align with the organisation you work for, you have two options:
- Leave, or
- Shut your mouth and get on with the job.
Are you disciplined enough to zip it?
How long would you respect a colleague if they came to work thinking that they could say whatever they liked, under the banner of freedom of choice and speech? Would this be a case of placing yourself above the team? Thinking that you have the right to say whatever you like because of your individual beliefs, with no ramifications.
Star performers
In all teams, we need our star performers. They help deliver outstanding results for the team and the organization as a whole. However, their relevance loses its significance, if they ever think or act as if they are bigger than their team. If one member makes it about themselves as an individual, this can often contradict the team code – a code that exists inside all teams for it to function as a selfless, striving organism.
When your beliefs or self-interest contradict the team or organization you are involved with, for extended periods of time, it’s time to leave. If you don’t, you run the risk of escalating into something that could affect your reputation, and quite possibly could result in you being asked to step down or move on.
Representing the team
Throughout my elite sporting career – as an Olympic athlete, a sports leader/administrator and now in corporate Australia – IO have abided by a code which has guided my thoughts, behaviors and actions. Teaching, implementing and operating by such a code has kept me in alignment with the needs of my team and has averted me from operating outside the team’s ethos.
The application of this code is ranked as follows:
- Organisation
- Team
- Me
If we break it down, there are some really simple questions we need to ask ourselves to support an environment where a variety of beliefs, views, races, religions and sexual orientations, can co-exist.
- Is what I’m doing helping the organisation deliver on its purpose and goals?
- Are my actions focused on the work my team needs from me?
- Are my goals and actions aligned with what the team needs from me and me of the team?
If your freedoms and the exercising of these, push up against or are in contradiction to any accountabilities you have in your workplace, you need to step up and make some tough decisions. Our actions have consequences, whether we like it or not.
If you have someone in your team who behaves like this on a regular basis, or if you are guilty of behaving this way yourself, the discipline or commitment required to serve the team above all else, has been lost.
It’s time to move on.
