In two earlier essays about teamwork myths, I explored myths about forming teams and myths about conflict within teams. In this third installment I look at myths about the supposed need to surrender the self to the team.
- There's no "I" in team
- This clever slogan (clever in English, that is) implies that team members can support team goals only if they abandon their individual goals. Many in management and team leadership roles believe that teams are manageable only if their members subscribe to this belief. Ironically, from the management perspective, it is a self-serving belief.
- The reality can be disappointing. First, most performance management systems emphasize individual performance. Performance management focuses on compensation, which is essentially individual in many organizations. Second, although team performance is not the sum of individual performances, it does arise, in part, from individual performance. In most organizations, there is plenty of "I" in team; but there is also "we." The complexity and richness of this situation can't be captured in a slogan.
- The inherent need of humans to be individuals limits team effectiveness
- Plausible-sounding as this assertion might be, it offers no explanation or justification. Precisely how does human individuality limit team effectiveness?
- Certainly there are examples of conflict and dissension in teams, but there are also examples of teams of people with complementary skills, offering each other mutual support. Tension there may be, but team members and team leaders around the world can learn — and have learned — how to manage it.
- Ambition and insecurity always undermine cooperation
- I've seen this myth in use personally. Job insecurity can indeed undermine the willingness to cooperate. When job insecurity or desire for promotion or plum assignments is in the air, cooperation seems risky.
- The important word here is always. Managers who encourage cutthroat competition, or who use layoffs or pay freezes to deal with the consequences of bad decisions or bad strategy, or to protect shareholder value at the expense of employees, will undoubtedly limit cooperative behavior. Sadly, it's a tradeoff many managers make willingly, if sometimes blindly. But it's a tradeoff, not an axiom. Insecurity is less threatening to cooperation if we work to limit insecurity.
In a workplace where people
feel respected, they usually
respond by taking
the initiativeIn a workplace where people feel respected by peers, by subordinates and by supervisors, they usually respond by taking initiative. They seek not only to demonstrate their willingness and ability to contribute, but also to help their co-workers do the same. They do this, in part, because they benefit themselves when they and their co-workers excel. "I" and "We" blend together, in a way.
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More articles on Emotions at Work:
- Are You Taking on the Full Load?
- Taking on the full load is what we do when we feel fully responsible for either the success or the failure
of some organizational activity. Instead of asking for help, we take extreme measures to execute responsibilities
that might not even be ours.
- I Think, Therefore I Laugh
- Humor is fun — that's why they call it "funny." If you add humor to your own work environment,
you'll reduce your level of stress, increase your creativity, and drive your enemies nuts.
- When Naming Hurts
- One of our great strengths as Humans is our ability to name things. Naming empowers us by helping us
think about and communicate complex ideas. But naming has a dark side, too. We use naming to oversimplify,
to denigrate, to disempower, and even to dehumanize. When we abuse this tool, we hurt our companies,
our colleagues, and ourselves.
- Good Change, Bad Change: II
- When we distinguish good change from bad, we often get it wrong: we favor things that would harm us,
and shun things that would help. When we do get it wrong, we're sometimes misled by social factors.
- Scope Creep, Hot Hands, and the Illusion of Control
- Despite our awareness of scope creep's dangerous effects on projects and other efforts, we seem unable
to prevent it. Two cognitive biases — the "hot hand fallacy" and "the illusion
of control" — might provide explanations.
Forthcoming issues of Point Lookout
- Coming February 21: The Ultimate Attribution Error at Work
- When we attribute the behavior of members of groups to some cause, either personal or situational, we tend to make systematic errors. Those errors can be expensive and avoidable. Available here and by RSS on February 21.
- And on February 28: Narcissistic Behavior at Work: I
- Briefly, when people exhibit narcissistic behavior they're engaging in activity that systematically places their own interests and welfare ahead of the interests and welfare of anyone or anything else. It's behavior that threatens the welfare of the organization and everyone employed there. Available here and by RSS on February 28.
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- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.