So, the 2018
World cup is behind us and for those who watched it, I think you would agree it
produced some surprising results?
Some
high profile, well-known teams got knocked out very early on in the process,
whilst some (on paper) ‘lesser’ teams did so well.
Teams
with top class players who in the past, have been a formidable force were
beaten by lesser known, inexperienced teams who were virtually unknown on the
world stage.
So,
how can a collective number of high-profile, high performing, talented individuals
underperform so spectacularly? What did the underdogs do that made them perform
more efficiently and effectively?
There
are some significant facts to consider here that may have affected how these
teams worked together which are surprisingly familiar in any workplace in the
world.
The
same problems and issues can be seen in many organisations. Individually high
preformism employees failing to produce results as a team. Team work
is paramount to a successful organisation but how do we create that all
important team and who’s responsibility is it?
Some
may say the Line managers, some will say it’s up to the individual and you
cannot force people to work as a team. This may be true but creating a team
ethos I believe is a manager’s role, providing the manager is a part of that
team and has a sound knowledge and understanding of the individual qualities
attributes and capabilities of the team members.
By
encouraging staff to work together to achieve a common goal and highlighting
the benefits of this is a good starting point.
When
undertaking new processes, practice or product an effective manager will
consult his or her team and obtain ideas, suggestions and solutions from all concerned
to create a team ethos and direction. Getting everyone involved regardless of
experience creates the sense of inclusion, value and respect of individuals so
vital in supporting an effective team.
Recognition
of performance both as an individual and as a team are important to maintain
motivation and strength.
Managers
need to consider some simple steps to create a team ethos:
An
organisation that has a good team ethos recruits staff easily. Company branding
is enhanced by having a strong team ethos. Being part of a team and achieving
results together can be more rewarding than a successful organisation that
achieves through individual efforts.
We could link this to Maslow’s hierarchy of needs and motivation where being part of a team and experiencing a sense of belonging is a basic human need. Being part of a team can give us a sense of safety in numbers and encourage risk taking or trying something new in an attempt to achieve better results. This must however be supported and encouraged by the manager. Without this the team will not survive.
If
we look back at the World cup results it is evident that some teams with world
class players got eliminated early in the process because they failed to work
as a team. Too many individuals /‘stars’ maybe or quite simply they were unsettled
by the change in personnel, management or role? Either way, they failed to
perform to expectations. Whereas teams with new and less well-known players appeared
to work together to get results and progressed further in the competition.
In
this scenario, the manager stands on the side line during the game offering
encouragement and support whilst organising his or her team and looking for
improvements to enhance performance. Moving players about, maximising their
potential for the good of the team and for results; motivating with words,
actions and belief.
What
part, if any, does your manager play?
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