There is no "I" in team! Really?

 

In a recent article in Fortune Magazine about Nick Saban, (head football coach at Alabama), there was some discussion about this statement. For many years I have been suspicious of trendy "team building" events concocted by so called management consultant's. I have also resisted saying anything when people in business quote sayings like "there's no "I" in team. Have they thought those statements through, or are they just regurgitating what they've heard at the buzz word buffet?

 

Actually there IS an "I" on every team. Honestly there are many "I's" on the teams. They are called "individuals."

 

I get it that a person should be selfless and cooperate for the common good of the group. Unfortunately however, few managers take a hard look at the individuals on the team. Teams are not an amorphous segment or mass within the organization. Teams should be viewed and treated as well defined individuals functioning within a group formed and contributing for a purpose. Managers often look at and treat every person in the department the same.

Don't believe me? Take notice of how "performance evaluations" are administered in most organizations. Little time, effort or thought is given prior to the "encounter" with the team member(employee), and this is then capped off with an uncomfortable exchange of conversation with the associate (another trendy buzz word). For most employees the annual ritual ends with people understanding that they got about the same amount of financial increase as everyone else did, but still not clear why or how the boss views them as "team" member. Why? Because there's no "I" in team therefore there is no individual.

 

Great leaders know the individuals who are on their team. They have a clear understanding of their strengths, limitations and how they fit in with the group and how they uniquely contribute to the team. But beyond that, to truly know the individuals deeply, there is a genuine understanding of the persons fears, failure's, victories, dreams, ambitions and goals. They have a good handle on the persons values and behavior and know how they will perform under certain circumstances.

It was Jim Collins who said "you should have the right people, sitting in the right seats on the bus." The bus is the organization. It's intentionally moving in a specific direction (mission) driven by the leader. It's not enough to have a 'bus load of people" it's critical to have the RIGHT people. Not some nebulous cluster, but individuals purposely positioned.

Here are a few things to consider to insure understanding the "I's" on your team.

 

1) Many skilled and effective OD professionals will recommend that you do some sort of Personal Behavior Profile on individuals in your organization. Meyers Briggs, DiSC, Strength Finders are good tools that I have used. I know of one organization who does individual mapping.

2) Understand and use a meaningful evaluation tool. If you don't have one, or know how to use one, let me know, I can guide you through it. Performance reviews are one of the most misunderstood and misused "task" managers have to deal with. And typically, most do a pretty poor job of it.

 

3) Make certain that the evaluation is tied to "something". Mission, vision, values, professional development goals. Remember you are the coach. Don't tell them to play harder. Show them, guide them and let them know what they must do Individually to improve and what your expectations are.

 

4) Be intentional in your one-on-one communication with the individuals on your team.

 

5) Praise in Public, criticize in private. Remember to encourage (lift them up) when they make mistakes.

 

2012 has been a wonderful year for me. Why? Because I've had the opportunity to partner with some great management teams who are made up of some wonderful individuals. Thanks!

Merry Christmas and Happy New Year!

Beware Of The Election Payback to Unions.

With the re-election of President Obama and the Democratic party to the Senate in this years political cycle there will be a number of special interest groups who will be standing in line to recieve the pay back due them for their support and loyalty.

 

Business leaders will be looking at how to protect themselves against more intrusive government regulations and tax policies that will continue to drive businesses to play defense rather than take an offensive position. The class warfare between the imagined "fat cats" and the middle class will continue to move full speed ahead with total support from the White House and the lap dog news media.

 

There will be one group in particular who will be going after the big bucks, because they spent millions of dollars getting their guys back in office...Labor Unions. Not the Labor Unions of the 40's but a big business organization who are dependent on union dues from the little guys to pad the pockets of the real "Fat Cats" i.e., union bosses and politicians. There is little about unions today that are interested in the success of the organizations their members work for, just ask Hostess Bakery, Eastern Airlines, public sector workers in Greece, Spain and Italy.

 

But be on-guard organizational leaders. We have a very illiterate work force when it comes to economic knowledge and understanding and we are employing people who think socialism is not a bad idea.

 

There are three things you must do.
 

1.) Be informed yourself on these specific issues.
 

A) The Employee Free Choice Act. This legislation would give workers a direct path to form unions through majority sign up and NOT through elections as we have known in the past. This fast tracking of union organizations will catch many employers "flat footed."

 

B) After watching this administration dismantle, go around and disregard the legislative process I am convinced that their big prize will be the undoing of the Taft-Hartley Act. A right to work law guarantees that no person can be compelled, as a condition of employment, to join or not to join, nor to pay dues to a labor union. Section 14(b) of the Taft-Hartley Act affirms the right of states to enact Right to Work laws. There are presently 23 right to work states, with Michigan soon to become #24, thanks to Republican legislators and Governors who value the growth of their states more than the fall out from union thugs.

 

2.) Educate your employees. A few weeks ago I spent time on 3rd shift talking with employees who's management team almost never talk with or even realize their existence other than nightly production numbers reported in. When I ask the group how we, as a company, could help them one person boldly said "yeah, help us get a union in here!" He is not the first person I've talked with who is totally uninformed about the free enterprise system or the capitalistic foundation which built this great country. Talking to your people does not have to be a "in your face" discussion, but rather a meaningful dialogue. I will never forget my plea to Greek Public Sector Unions years ago in Athens, to engage with management to protect jobs for the long haul. I made my case in Cyprus as well. When people allow others to "think" for them i.e. union leaders and media, it's a dangerous proposition.

 

3.) Stay on your Senators and Representatives in your State. Let them know you are aware of ALL issues that affect business, labor laws and affect economic or business growth. We live a divided country, but make it clear what side you "stand on."