If high-functioning teams are the engine of business success, what does it take to turbocharge the engine? Rewards, recognition, integration and support, say authors Glenn Parker, Jerry McAdams and David Zielinski in their book Rewarding Teams: Lessons from the Trenches.
In Rewarding Teams, the authors examine 27 detailed case studies of companies that have designed and implemented effective team systems. Results show that effective business teams cannot be add-ons. To maximize team effectiveness, teams must be consciously embedded in company functionality, in the very processes of how things get done.
Going far, going together
As an old African Proverb says, “If you want to go fast, go alone. If you want to go far, go together.” But in our highly individualistic society, embedding ‘team-think’ in a company can be difficult. What does it take to fully integrate team thinking into your company’s culture? In short, it takes everything.
Everything in your company must be viewed through the lens of teamwork.
This integration of teams has many faces. Sometimes it’s found in the processes – how things get done. Other times it’s found in the cultural outreach of your company, as teams coordinate employee celebrations, community service efforts, plan an on-site blood drive or support various other causes. And the work of teams should always be recognized and rewarded.
High-functioning teams are the engine of 21st century business success. But engines can’t stand alone; they must be placed in a reliable vehicle if they’re to drive success home. “Targets” are that vehicle for The HOT Plan™. In our next series of The HOT Plan posts, we will spell out the steps to writing effective targets that ensure your teams success.