
The classic category of almost every kindergarten report card is: “Plays Well with Others.” In this category a child can get a high score (in which case there may be one affirming comment in the comment line) or they can get a low score (in which case there are usually plenty of detailed explanatory comments in the comment line.) Good and engaged parents pay close attention to both the grade on this item and to the explanatory comments that may accompany this item. The question these parents are asking is, “Does my child need affirmation or correction in their relational style.”
At the Company where I work we have specifically called out a set of “Permission to Play” values. These are the standards of behavior that we expect of our team mates and to which we hold each other accountable. These values are posted and distributed and followed.
One organizational health consultant said that they first things to go when a team turns toward toxic is fun and humor and practical jokes. Thankfully our office is a fun and humorous place to work. (Two days ago a coworker took my shoes when I had taken them off and hid them. In order to retrieve my shoes I was “extorted” by another co-worker who knew their whereabouts and I had to pay both the evil shoe-napper and his accomplice a bag of Skittles. This egregious, unconscionable action on their part has been duly noted by me and will be avenged at the time and place, and in the manner of my choosing. When it comes to shoe-napping and shoe-extortion “I don’t get mad, I get even!”)
The problem of course in most non-profits and in organizations that depend heavily on volunteers is that there are often people who do not play well with others and you cannot fire them. However, you can influence them. You are not sentenced to suffer in silence the ugly relational style of any member of the Body of Christ. There are many ways to influence a person with low “plays well with others” scores.
The first, and usually the best, manner of influencing an adult with negative relational styles (ie. not relating to others like Jesus would) is to have a conversation. Another organizational health expert said, “The quality of every organization depends on the quality of the conversations happening in that organization.”
A quality conversation with a person who is not relating to others like Jesus would, will include grace, truth, clarity, specificity, and a non-punitive attitude. The person needs to feel that we are “for” them or they cannot hear our input. The person needs to hear the truth with clarity and specifics. The person needs to not feel judged, condemned, and belittled.
These are difficult conversations and the best chance of success in these difficult conversations is when we have both prayed ahead of time and specifically rehearsed our message—literally wordsmithed, practiced, adjusted, and repeated the message so that we say what is most truthful, clear, and helpful in a non-punitive tone.
In my life I have had many conversations where a person attempted to address my behavior—sometimes with skill and sometimes with anger and sometimes with ineptitude. I can remember four specific conversations where people said hard things to me, very hard things to me, with grace and consequently helped me remarkably! They helped me at the moment and they helped me for the rest of my life! I can still repeat all four statements word for word and all four statements still guide my relational behavior.
If someone in your team, family, or church is not playing well with others they are contributing to the toxicity of the relationships. If you do not address the person then you are contributing to the toxicity of the relationships. You could be the person who says the true, good, hard, gracious thing that permanently changes a person’s relational style!
Here is a resource that has been of terrific help to me and to our Company: Difficult Conversations: How to Discuss What Matters Most. By Douglas Stone, Bruce Patton, and Sheila Heen.
Our Permission to Play Values are listed below:
PERMISSION-TO-PLAY VALUES: standards of behavior for every team member
“These values are the minimum behavioral standards that are required in an organization. Although they are extremely important, permission-to-play values don’t serve to clearly define or differentiate an organization from others. Values that commonly fit into this category include honesty, integrity, and respect for others.” —Patrick Lencioni, The Advantage, p. 97
• Integrity/Truthful
• Keeps Confidences
• Spirit-led/Spiritually Healthy
• Devoted to Prayer
• Theologically Aligned
• Engenders Trust
• Welcomes Accountability/Teachable
• Humble
• Care for Others
• Healthy work/life balance
• Team Oriented/Committed
• Respectful
• Servant Spirit
• Diligent
• Competent in Difficult Conversations









