What kind of a team mate do you want to be?\r\n\r\nWe are an organization that places a big premium on individuals living the values of the organization. One of our values is Openness.\r\n\r\nOne of the things that we realised early in trying to live this value is, as Canadian author Danielle Laporte put it, \u201cOpenness is not a passive exercise. You actually have to do openness.\u201d It is uncomfortable at times, it takes courage almost always but most importantly, we have come to realise, it requires compassion.\r\n\r\n\r\n\r\nThe intent behind being open is more important than the act itself. What is your intent when you give that feedback that may sound blunt when you deliver it?\r\n\r\n \tIs it to help the other person?\r\n \tIs it to shed light on a blind spot for someone else \u2013 so that he could improve?\r\n \tIs it to call out the elephant in the room that everyone in the team is avoiding as an inconvenient truth?\r\n \tIs it to nudge someone or the team towards higher levels of performance?\r\n\r\nOR\r\n\r\n \tIs it to appear smart and witty (most often at the cost of a team mate)?\r\n \tIs it to play to the galleries \u2013 for the applause?\r\n \tIs it just to make a statement about yourself as \u201cthat blunt guy\u201d who is \u201cso kewl\u201d?\r\n \tIs it just to get a tick mark against living out the organizational value of \u201copenness\u201d ?\r\n\r\nAs long as the feedback that we give comes from a place of compassion to help, to elevate, to improve \u2013 it will raise the whole team in an upward spiral of transparency that truly helps. But if the intent (consciously or unconsciously) is not on these lines \u2013 your openness is perhaps hurting your team mates more than it is helping them.\r\n\r\nWhat kind of team mate do you want to be?