A Real Example Of Shared Fate
Sandy came to us for professional development and coaching and told us straight out that the problem was company culture. She expressed concerns about low morale, lack of teamwork, and high turnover rates within her department.
People weren't motivated and seemed to go through the motions. The office used to be lively and energetic, but now it was dull and uninspiring.
Teamwork was practically nonexistent. Instead of working together, everyone was focused on their own tasks without considering how it affected the rest of the team. This lack of collaboration led to wasted time and missed opportunities for new ideas.
The worst part? Lots of employees were leaving. It seemed like every week someone else was saying goodbye. The constant turnover made it hard for the team to feel stable and secure in their roles.
So we did what we do best and asked a lot of tough questions and worked through a lot of difficult conversations to get to the root of the problem. After spending some time together, we learned a few things:
- Sandy acted like she wanted a team that worked together and supported each other, but her actions said otherwise.
- She cared more about her own success than helping her team. In meetings, she always tried to be the boss, ignoring other people's ideas and taking credit for their work.
- She kept important information to herself to stay ahead, and she avoided working with others because she thought it would slow her down.
Even though we tried to help Sandy improve her department, she didn't want to change. Her behavior made it hard for the team to collaborate and feel supported. Without everyone working together, the company culture stayed toxic, and people felt disconnected from their work. She was right about the company culture being the problem, but she didn’t realize she was a major factor in that problem.
Thankfully, this story has a happy ending. After some deep reflection and candid conversations, Sandy began to see the impact of her actions on the team and the company culture. With our guidance and support, she committed to making positive changes and fostering a more collaborative and supportive environment.
Sandy started listening to her team members, valuing their contributions, and sharing information openly. She stepped back from her dominant role in meetings, allowing others to voice their ideas and take ownership of projects. Slowly but surely, trust began to build among team members, and a sense of unity replaced the toxicity that once consumed the department.
As Sandy embraced the concept of shared fate, she found that her own success was intricately tied to the success of her team. By supporting and empowering her colleagues, she not only improved morale and teamwork but also achieved greater personal fulfillment and professional
growth.
We meet a lot of professionals just like Sandy who have tunnel vision. They can only see their own goals and ambitions, often overlooking the impact of their actions on those around them. It's not uncommon for individuals to prioritize personal success over the well-being of their team or organization. But we're here to remind you that you can accomplish so much more and make a much bigger impact when you're intentional about fostering a shared Fate on your team.
This is why we made “Shared Fate” the first stop on our Champions Roadmap-because it's that important. Weaving transparency, vulnerability, accountability, collective vision, and mutual trust into your core values will radically change the way you work. Prioritizing shared fate changed the course of Sandy's business and we’re confident it can do the same for you.
