teamwork
Who is responsible for growing your team?
Is it you or them?
“when we receive an authentic, crystal-clear signal of social trust, belonging, and high expectations, the floodgates click open.”
Teams, performance, growth & skills.
We have known the formula for success for decades. Dan Pink spelled it out succinctly in his seminal work “Drive” back in 2009. He showed us how humans excelled when given the opportunity for mastery (becoming expert in your work), purpose (doing something of real value to you and the world), and in the conditions of autonomy (trust as a professional).
The issue for us is not a question of whether his research is true, the issue is about our ability to clear the road blocks, and put the structures in place that will allow people to truly engage in our teams / workplaces / organisations.
Too often the answer is that we have not. Either because we have another focus or we have personal insecurities that leave us feeling threatened when people start performing at high levels around us, or maybe we simply lack the skills or intent ourselves. Whatever the case, you are hard pressed to get any real improvement in team / organisational culture or performance if it isn’t grounded in relational practices.
RP is not just ideas, it’s skills.
Skills leaders and managers of people need if you are going to see a change in the “Drive” of your team.