Crisis Communications: Interview with Dr. Bruce Costello, “The Importance of Corrective Body Work During Stay Healthy at Home”

We are allegedly “healthy at home,” however, we know that sitting is the new health danger! However, there are simple corrective body exercises that can keep us healthy and happier. Dr. Bruce Costello, a former chiropractor, and massage therapist/instructor has developed a unique system and shows us three easy to do exercises in the 21:26 video interview.

– L. Darryl and Kay Armstrong










Crisis Communications: Taylor Hayes, 40-year News Veteran Interview Working with the Media

Taylor Hayes is the former publisher of the Ky New Era with more than 40-years experience. Working with the media requires understanding what the reporter needs are and what your role and responsibilities are. Mr. Hayes provides insights in this 7:30 video. #PayItForward #CrisisLeadership #CrisisManagement #MediaRelations #Workingwithmedia #UnitedAmerica #TeamTybeeStrong @DoctorDarryl FB – ArmstrongPublicRelations

INATTENTION TO RESULTS – The 5th of the Five Dysfunctions of a Team

Inattention to Results – The 5th of the Five Dysfunctions of a Team

“You can accomplish anything, if you are not concerned about who gets the credit.” President Ronald Reagan

You may have determined by now that building a team is not an easy task. The effort requires planning and extensive consideration of all the organizational needs.

We must ask ourselves as we build our program do we have the right means to accomplish the mission. For example:

  • Does the team have all the resources they need to serve the organization as best they can?
  • What tools or resources are missing? List and prioritize your needs.
  • How can you better train your team? Using your resources or outside assistance?
  • Do you help the team meet the needs of the organization, or do you get in the way? Who gets the blame and who gets the credit?

That brings us to the fifth of the five dysfunctions of a team the inattention to results. When a team member isn’t held accountable, too often they tend to protect their self-interests and themselves. Without accountability, the results the team hopes to achieve will never come to be.

Therefore, I am a believer in two things when it comes to team building.

One, I must understand myself well enough to know when to lead and when to follow as there are occasions when the best leader is a follower.

Second, if I am the leader of the team, I take responsibility for modeling the behavior I want from my teammates, and I own any failures of my team. However, I always share and reflect any successes to the entire team for their credit. Teams should celebrate their accomplishments and successes. Leaders should congratulate teams in public and correct team members in private.

Leaders help their team members overcome the five team dysfunctions by leading through behavioral example, ,that is by “walking their talk,” always setting a positive, warm, friendly, and welcoming tone when dealing with people even when it is challenging to do so.

As leaders we accomplish a results-oriented culture when we have built team trust, engaged in productive conflict and debate, committed to mission and held ourselves accountable.

We achieve success in our effort by dedicating ourselves strategically and methodically to overcoming the five dysfunctions of a team.

AVOIDANCE OF ACCOUNTABILITY – 4 of 5 Dysfunctions of a Team

The fourth dysfunction of the 5 Dysfunctions of a Team is an avoidance of accountability among team members. In the context of teamwork, it refers specifically to the willingness of team members to call their peers on their performance or behaviors that might hurt the team and prevent the team from achieving the overall mission. #Churchsafetyministry #TeamDevelopment #Leadership @DoctorDarryl

LACK OF COMMITMENT – 3 of 5 Dysfunctions of a Team

Let’s now look at the third dysfunction of a team – the lack of commitment. Recently, a client of mine said, “I don’t understand why when I tell or ask someone to do a task they are not committed to getting it done.”

There is a reason for that other than “I just got busy and didn’t get around to it.”

In the context of a team, commitment is a function of two things: clarity (the team members clearly understand the reason for the process, task or responsibility).

Also, they have buy-in to the task or responsibility because they have asked and gotten their questions answered, raised and resolved their issues and had their concerns addressed.

CONFLICT – The Second Dysfunction of the Five Dysfunctions of a Team

The second team dysfunction of the Five Dysfunctions of a Team is a fear of conflict among team members. However, all significant relationships require productive conflict to grow and be beneficial to the organization. @DoctorDarryl #Teambuilding #Leadership #ChurchSafetyMinistry