From the book:
The Ideal Team Player
How to recognize and cultivate the three essential virtues
By: PATRICK LENCIONI
In The Ideal Team Player, Lencioni cracks the nut – virtues, an ideal team player must possess through a short tale. He begins with Jeff Shanley, who takes in-charge of his uncle – Bob’s company to continue his business with success, committing to its traditional teamwork approach. He, along with his companions – Bobby and Clare, figure out the virtues of a team player, to hire new employees for their upcoming project.
Not extending the tale too much, no sooner Jeff figures out the virtues after some trial, Lencioni cut shorts the tale and starts suggesting a load of practical guidance for identifying, hiring and developing real ideal team players. This makes this book compelling to improve self and organization where you live!
Read more to find the definitions and key points which Lencioni defines in his book.
- Team player – Kind of person who can easily build trust, engage in healthy conflict, make real commitments, hold people accountable, and focus on team’s results.
- Jackass – Selfish, Rude, Irresponsible
- Rude – Make people uncomfortable, says stupid
- Bad People – They just might not be right for a culture built around teamwork. Or, maybe they’ve been managed by jackass and are just doing what they think will help them get ahead.
- Good Team Player – Ego, hard work and people
No EgoUnpretentious – working really hard and knowing how to deal with people
- No Jackass Test – Humble, Smart, Hungry
- Interview criteria – Great Guy, hungry, strong work ethic, passionate, humility
- Five behavioral manifestation of Team Work – Trust, conflict, commitment, accountability, and results
Key points from conversation:
- We are not the kind of people who smile at someone in person and then talk about them behind their backs.
- We are going to be upfront with you, whether you like it or not.
- We are not thrilled about you being our new boss.
- No one expects you to be Superman. Just take one issue at a time.
- Spend some time walking to greet workers to know who they were.
- Sell the company than having a bunch of political, self-centered people working.
- …who needs to change, who should stay, who should go.
- Stop hiring people who are not team players. Find-out how many non-team players are still working here, and then get them to change or move them out.
- Anyone who’s that good at making people uncomfortable probably doesn’t do it by accident.
- We could get more work done with fewer people if we had real team players.
- The most unhappy people in a company are the ones who don’t fit the culture and allowed to stay.
- I like a kind of person who hate to lose. The kind who come to practice wanting to work as hard as they can to avoid losing. Coaching them is easy.
- The biggest thing we value is how people treat one another. It didn’t matter what your job was or what department you worked in, or how much money you made.
- You get more done with three people who fit together than with a fourth who doesn’t belong. And more than anything else, a person needs humility to belong.
- No projects go smoothly. This is par for the course.
- Stop making the perfect enemy of the good.
- Humble, Hungry and Smart are not permanent characteristics embedded in a person’s DNA; rather, they are developed and maintained through life experiences and personal choices at home and at work.