Posted in Pyx of repository

The Ideal Team Player : Application

Four primary applications of the ideal team player model within an organization:

  1. Hiring
  2. Assessing current employees
  3. Developing employees who are lacking in one or more of the virtues
  4. Embedding the model into an organization’s culture

1. Hiring
– Hire only Team players

    1. Interview Process
      • Behavioral interview
      • Don’t be generic
      • Debrief each interview as a team
      • Consider group interviews
      • Make interviews non-traditional
        • Longer than 45 minutes in unstructured environment
      • Ask questions more than once
      • Ask what others would say about that person
      • Ask candidates to do some real work
      • Don’t have doubt, clear it
      • Scare people with sincerity
    2. Candidate References
      • Put reference provider at ease
        • Mention for what the person is interviewing for
      • Look for specifics
      • Focus on Areas of Doubt
      • Pay attention to references who don’t respond
      • Ask what others would say

2. Assessing Current Employees

  • Confirming that the employee is an ideal team player
  • Helping employee to improve or become one
    – Deciding to move employee out (Tragedy to lose employee for the wrong reason)

    1. Manager Assessment
      • Ask themselves if they are humble, hungry and smart
    2. Employee Self-assessment
      • Allow people to take ownership for their area of development – minimizes the possibility of defensiveness and denial
  • Developing employees
    • Reminding an employee for not doing what is needed
    • Constantly, repeatedly, kindly let the employee know that they got to get better
    • Make a list of desired behaviors related to their area of development and then track their own actions over a period of time
    • Have teammates coach the employee, providing encouragement and immediate feedback when the desired values are demonstrated or lacking
    • Getting employee to become hungry is difficult
      • Find a way to connect them to the importance of work being done
      • Hold them accountable for clear behavioral expectations
      • Set performance targets and goals
    • Friendly people aren’t great team players at work because their hunger is directed at activities outside of their jobs
    • Employees struggle to become hungry because they don’t understand the connection between what they do and the impact it has on others
    • Encourage the non-hungry employee when they start to exhibit signs of hunger until their hunger becomes their natural part of their behavioral tool set

3. Embedding model into organizational culture

  • Be explicit and bold
  • Catch people exhibiting humble, hungry, smart virtues and publicly hold them up as examples
  • Detect and address
    • Let the violator (one who violates on of the values) know that his behavior is out of line

Also, read The Ideal Team Player : Key Points and The Ideal Team Player : Model


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