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!