Other Added - Team Building Lessons from the Modern Cave Man - Part 1

The caveman needed to survive. Man found safety in groups. It was not a matter of preference, it was a matter of necessity. If you were not a part of a group, your chances for survival were slim. Conformity to the majority became necessary to stay in a group and physical strength was the dominant factor for group leadership. Those who were strong and successful in the art of survival had the majority influence toward that conformity and only the strong challenged these leaders. If you challenged the leadership, you needed to be prepared to fight. And, if you lost, you were forced to leave the safety of the group and fend for yourself. The risk was great so there were few challengers and it became an ingrained survival response to gain acceptance from the group, so people just kept quiet.

It was a time of compliance!

…Then came the significance revolution

The caveman's brains got bigger and more developed. Individuals became torn between finding there own path and gaining there own recognition, verses conforming to the group. Physical strength was no longer the dominant factor for influence. Now, people could think! Survival was no longer the acquisition of food and shelter; it had become a fight of ability. The more intelligent you were (and able to apply it), the more valuable you had become. The more influence you could exert over others, the more powerful you became. We began to compete for significance trying to show others how important and able we are, and if they believed us, or in some cases feared us, we became even more important.

We created a civilization that needed to be right!

Then came the industrial revolution…

…and groups evolved into teams but the fundamentals of our survival instinct, our emotional evolution and the emotions that drive us were still there, and a major part of our psychology. Our ability to work at our peak in teams depended on the way these emotional drivers and understanding the dynamics they promote.

Today, the caveman has evolved and the awareness of our psychology has expanded.

We now seek better ways to improve our selves and our performance, but our caveman nature sometimes gets in the way. While our modern brain is influenced by numerous factors of emotional drive, the three that came from our caveman days are still central to our performance in teams:

The drive to belong The drive for security The drive to be significant

As with our caveman ancestors, our fear of loss is more important that our potential for gain. Loosing (or the potential of loosing) our sense of belonging or our sense of security or significance are materialize in caveman like reactions. These reactions are sometimes subtle.

Our caveman reaction for conformity is driven by our need belong and feel secure in the group, so we keep quiet and comply. And if we do challenge, we are probably depriving others of their significance or security, causing them to react to "protect" themselves. This can either escalate to greater conflict, or it may revert back to compliance and conformity to prevent conflict. Either way, these are still caveman reactions and are NOT useful to high performance teams.

The greatest obstacle to high performance is the caveman's reactions to loosing significance, in order for the caveman to be right, he must make someone else wrong, and that means, more caveman reactions from the other team members! And the worst part is that reality is not what matters, the caveman reacts on emotion without fact, and so "perception" influences reaction. When someone feels wrong, they feel less able; they may feel like they have less control and therefore are less secure, they react with aggression or submission out of dissatisfaction, and a lesser desire to cooperate affects their performance and the entire team.

So how do we get the caveman out of our teams so we can stop reacting and act like the evolved humans we have become, able to perform at the peak of our abilities?

There are 4 stages to our evolution into "awakened" team members

Each stage is a stage of awareness. It awakens our greater perception. But for it to be effective, the entire team has to take this journey. But there are consequences, once team members have awakened, they will never view teams again in the same way. They can never go back to the way it was and can never be satisfied with mediocrity. Each stage opens our eyes to the caveman within ourselves and others, and it lets us use the intelligent part of our brain to send this caveman back when he tries to invade our minds and body. Different team members may be at different stages in their evolution, where are you? These 4 stages are as follows:

Stage 1: Acknowledge the primitive caveman in you

Look at the behavior you have had in the past. How many times have you gone against your better judgment to "go with the flow"? Discover your need to belong to the group, to be accepted by your pears. How has this need manifested itself in your interaction with others? What has it prevented from achieving? Would your relationships Really be damaged if you expressed your views and opinions or confronted someone else's potentially bad decision, or is it possible you would gain more respect. As a leader, is it more important for you to be liked than to get the expected results?

By reflecting on the behaviors you have displayed in the past, and realizing the damage you are doing to your personal effectiveness and the effectiveness of those around you, you can see the primitive caveman for what he is. This is the first step in your evolution. Organizational CPR Increases Cash Generation, Productivity and Retention
CPR is defined as an emergency procedure that is performed when breathing or heartbeat has stopped. When problems occur in the functions that are the lifeblood of their organizations, emergency procedures have to be performed.Cash generation, Productivity and Retention™ are as vital to the health of organizations as breathing and heartbeat is to the human body. Maximizing the function of each of these components will result in robust organizational health.In subsequent issues of this newsletter, we will explore ways to maximize the performance of each of these components in your organization. First, let’s look at how each of these components need to work together to produce maximum health of your fluence. Now, people could think! Survival was no longer the acquisition of food and shelter; it had become a fight of ability. The more intelligent you were (and able to apply it), the more valuable you had become. The more influence you could exert over others, the more powerful you became. We began to compete for significance trying to show others how important and able we are, and if they believed us, or in some cases feared us, we became even more important.

We created a civilization that needed to be right!

Then came the industrial revolution…

…and groups evolved into teams but the fundamentals of our survival instinct, our emotional evolution and the emotions that drive us were still there, and a major part of our psychology. Our ability to work at our peak in teams depended on the way these emotional drivers and understanding the dynamics they promote.

Today, the caveman has evolved and the awareness of our psychology has expanded.

We now seek better ways to improve our selves and our performance, but our caveman nature sometimes gets in the way. While our modern brain is influenced by numerous factors of emotional drive, the three that came from our caveman days are still central to our performance in teams:

The drive to belong The drive for security The drive to be significant

As with our caveman ancestors, our fear of loss is more important that our potential for gain. Loosing (or the potential of loosing) our sense of belonging or our sense of security or significance are materialize in caveman like reactions. These reactions are sometimes subtle.

Our caveman reaction for conformity is driven by our need belong and feel secure in the group, so we keep quiet and comply. And if we do challenge, we are probably depriving others of their significance or security, causing them to react to "protect" themselves. This can either escalate to greater conflict, or it may revert back to compliance and conformity to prevent conflict. Either way, these are still caveman reactions and are NOT useful to high performance teams.

The greatest obstacle to high performance is the caveman's reactions to loosing significance, in order for the caveman to be right, he must make someone else wrong, and that means, more caveman reactions from the other team members! And the worst part is that reality is not what matters, the caveman reacts on emotion without fact, and so "perception" influences reaction. When someone feels wrong, they feel less able; they may feel like they have less control and therefore are less secure, they react with aggression or submission out of dissatisfaction, and a lesser desire to cooperate affects their performance and the entire team.

So how do we get the caveman out of our teams so we can stop reacting and act like the evolved humans we have become, able to perform at the peak of our abilities?

There are 4 stages to our evolution into "awakened" team members

Each stage is a stage of awareness. It awakens our greater perception. But for it to be effective, the entire team has to take this journey. But there are consequences, once team members have awakened, they will never view teams again in the same way. They can never go back to the way it was and can never be satisfied with mediocrity. Each stage opens our eyes to the caveman within ourselves and others, and it lets us use the intelligent part of our brain to send this caveman back when he tries to invade our minds and body. Different team members may be at different stages in their evolution, where are you? These 4 stages are as follows:

Stage 1: Acknowledge the primitive caveman in you

Look at the behavior you have had in the past. How many times have you gone against your better judgment to "go with the flow"? Discover your need to belong to the group, to be accepted by your pears. How has this need manifested itself in your interaction with others? What has it prevented from achieving? Would your relationships Really be damaged if you expressed your views and opinions or confronted someone else's potentially bad decision, or is it possible you would gain more respect. As a leader, is it more important for you to be liked than to get the expected results?

By reflecting on the behaviors you have displayed in the past, and realizing the damage you are doing to your personal effectiveness and the effectiveness of those around you, you can see the primitive caveman for what he is. This is the first step in your evolution. A Key Step For New Business Owners
Many a guru has opined on the keys to business success. While everyone has an opinion, I am going to focus on a more practical step you can take that will make a big difference.So, what is this magical step? It is to find a good accountant. Not exactly what you were expecting, eh? Well, it is true. A good accountant can save you a ton of money. A decent accountant can save you a bit of money. Not having any accountant can end up costing you a bundle.So, what is a “good” accountant? To give you an answer, we must first discuss the role you need the accountant to take. Any accountant can prepare a tax return. That is not what we are talking about in this article. There are really two types of accounumerous factors of emotional drive, the three that came from our caveman days are still central to our performance in teams:

The drive to belong The drive for security The drive to be significant

As with our caveman ancestors, our fear of loss is more important that our potential for gain. Loosing (or the potential of loosing) our sense of belonging or our sense of security or significance are materialize in caveman like reactions. These reactions are sometimes subtle.

Our caveman reaction for conformity is driven by our need belong and feel secure in the group, so we keep quiet and comply. And if we do challenge, we are probably depriving others of their significance or security, causing them to react to "protect" themselves. This can either escalate to greater conflict, or it may revert back to compliance and conformity to prevent conflict. Either way, these are still caveman reactions and are NOT useful to high performance teams.

The greatest obstacle to high performance is the caveman's reactions to loosing significance, in order for the caveman to be right, he must make someone else wrong, and that means, more caveman reactions from the other team members! And the worst part is that reality is not what matters, the caveman reacts on emotion without fact, and so "perception" influences reaction. When someone feels wrong, they feel less able; they may feel like they have less control and therefore are less secure, they react with aggression or submission out of dissatisfaction, and a lesser desire to cooperate affects their performance and the entire team.

So how do we get the caveman out of our teams so we can stop reacting and act like the evolved humans we have become, able to perform at the peak of our abilities?

There are 4 stages to our evolution into "awakened" team members

Each stage is a stage of awareness. It awakens our greater perception. But for it to be effective, the entire team has to take this journey. But there are consequences, once team members have awakened, they will never view teams again in the same way. They can never go back to the way it was and can never be satisfied with mediocrity. Each stage opens our eyes to the caveman within ourselves and others, and it lets us use the intelligent part of our brain to send this caveman back when he tries to invade our minds and body. Different team members may be at different stages in their evolution, where are you? These 4 stages are as follows:

Stage 1: Acknowledge the primitive caveman in you

Look at the behavior you have had in the past. How many times have you gone against your better judgment to "go with the flow"? Discover your need to belong to the group, to be accepted by your pears. How has this need manifested itself in your interaction with others? What has it prevented from achieving? Would your relationships Really be damaged if you expressed your views and opinions or confronted someone else's potentially bad decision, or is it possible you would gain more respect. As a leader, is it more important for you to be liked than to get the expected results?

By reflecting on the behaviors you have displayed in the past, and realizing the damage you are doing to your personal effectiveness and the effectiveness of those around you, you can see the primitive caveman for what he is. This is the first step in your evolution. Automotive Machining
Machining techniques are used widely in the automotive industry for manufacturing different automobile components such as outer body sheets, internal components, and windscreens. Automobiles are produced in an assembly line that requires the same type of components for producing them in large volumes. Different components are prefabricated using machining processes and transferred to the assembly line for final production.One of the most common automotive machining techniques in use today is known as wire electrical discharge machining (EDM). Wire electric discharge machining (EDM) uses a wire electrode that travels through the conductive work piece. The electrically charged wire is monitored by a Computhat means, more caveman reactions from the other team members! And the worst part is that reality is not what matters, the caveman reacts on emotion without fact, and so "perception" influences reaction. When someone feels wrong, they feel less able; they may feel like they have less control and therefore are less secure, they react with aggression or submission out of dissatisfaction, and a lesser desire to cooperate affects their performance and the entire team.

So how do we get the caveman out of our teams so we can stop reacting and act like the evolved humans we have become, able to perform at the peak of our abilities?

There are 4 stages to our evolution into "awakened" team members

Each stage is a stage of awareness. It awakens our greater perception. But for it to be effective, the entire team has to take this journey. But there are consequences, once team members have awakened, they will never view teams again in the same way. They can never go back to the way it was and can never be satisfied with mediocrity. Each stage opens our eyes to the caveman within ourselves and others, and it lets us use the intelligent part of our brain to send this caveman back when he tries to invade our minds and body. Different team members may be at different stages in their evolution, where are you? These 4 stages are as follows:

Stage 1: Acknowledge the primitive caveman in you

Look at the behavior you have had in the past. How many times have you gone against your better judgment to "go with the flow"? Discover your need to belong to the group, to be accepted by your pears. How has this need manifested itself in your interaction with others? What has it prevented from achieving? Would your relationships Really be damaged if you expressed your views and opinions or confronted someone else's potentially bad decision, or is it possible you would gain more respect. As a leader, is it more important for you to be liked than to get the expected results?

By reflecting on the behaviors you have displayed in the past, and realizing the damage you are doing to your personal effectiveness and the effectiveness of those around you, you can see the primitive caveman for what he is. This is the first step in your evolution. ISO 9000 History
ISO 9000 is an important marketing tool and is recognized world wide. Maintained by the ISO (international standards organization), it is a family of ISO standards for quality management systems. ISO 9000 grew out of British standards institution's BS 5750. The ISO 9000 series are managed by several accreditation and certification bodies. Though the standard was first applied to manufacturing industries, it is now employed across a variety of other types of businesses.Studies show that the history of industrialization has seen lots of standards on quality issues. For instance, during the two world wars, a high percentage of bullets and bombs went off in the factories themselves in the course of manufactuthe intelligent part of our brain to send this caveman back when he tries to invade our minds and body. Different team members may be at different stages in their evolution, where are you? These 4 stages are as follows:

Stage 1: Acknowledge the primitive caveman in you

Look at the behavior you have had in the past. How many times have you gone against your better judgment to "go with the flow"? Discover your need to belong to the group, to be accepted by your pears. How has this need manifested itself in your interaction with others? What has it prevented from achieving? Would your relationships Really be damaged if you expressed your views and opinions or confronted someone else's potentially bad decision, or is it possible you would gain more respect. As a leader, is it more important for you to be liked than to get the expected results?

By reflecting on the behaviors you have displayed in the past, and realizing the damage you are doing to your personal effectiveness and the effectiveness of those around you, you can see the primitive caveman for what he is. This is the first step in your evolution.

For the Second and Third stages, Please read Part 2

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