This is the third article in a six part series on The Ideal Team Player. Read the first, and second. Developing Humility I started this post with: “Here’s the one you’ve been waiting for”, but as I started writing I realised that this is bigger than one post. So I have decided to split up how to improve in each virtue into a separate emails so that I can do each one justice. If you’re looking to improve in Humble, “here’s the one you’ve been waiting for”. If not, I still encourage you to read on because even Ideal Team Players have room for improvement. So, you understand
performance
Are you an Ideal Team Player?
What do you think? Would you say that you're an ideal team player? One of the easiest and most important ways to succeed in business, and even life in general, is to be a team player. Unfortunately, they can sometimes be few and far between. As leaders, we're always on the lookout for team players but we can’t often define what it is that we're actually looking for. Patrick Lencioni identified three essential qualities, or as he calls them, virtues, that make up an Ideal Team Player - Humility, Hunger and People Skills, or, Humble, Hungry, Smart. Many people possess one or two of
What is the Five Behaviours Program?
Off the back of my series of articles on The Five Behaviours of a Cohesive Team, I have had a lot of people getting in touch with me to find out more information about what the program looks like and what kind of results it sees, so I thought I would share a case study from the very first client that Human Tribe took through the program over 5 years ago. Before I jump in to the case study, I thought I would share some information about the program and how it was developed. The Five Behaviors™ is the result of the partnership between Wiley and best-selling author Patrick Lencioni. The
Focusing on Results
This is the final article in a seven part series. Read the first, second, third, fourth, fifth and sixth articles. Every teams’ ultimate goal is results. For any team to excel, every single team member must be willing to put the team’s goals ahead of their own individual goals. If you’re reading this thinking “well, duh”, let me tell you, just because it is obvious, doesn’t mean it’s what happens. In the study of over 4,000 participants, when asked if they had seen a project suffer because people put their own needs ahead of the team’s needs, 87% of people said they had.
Embracing Accountability
This is the sixth article in a seven part series. Read the first, second, third, fourthand fifth articles. In a study of over 4,000 people, guess what percentage said that their team would be more effective if they were better at holding each other accountable? 89%! 89% of people said that their team would be MORE effective, simply by holding each other accountable to what they said they would do. So, why don’t we do it? Because it’s uncomfortable! But do you want to know what is more uncomfortable? Not achieving results, not hitting budget, falling short of your KPI’s, having
