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Growing Together-team Work

Growing Together-team Work

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Published by lucidleagueltd
How good are you, when it comes to team-work? Do you understand the importance and synergy of team-work? To my knowledge, “We Indians” are very bad players of team-work. Each member of the team wants to hog the lime-light, wants to take the credit for the “Success” of the team and “Love to Blame” his team-member for the failure of his team. Be it any team; as small as a team of two members or as big as a team of fifteen members, we have always failed as a team. Hard to digest but this is a fact. Some of the factors our failures as a team are:
How good are you, when it comes to team-work? Do you understand the importance and synergy of team-work? To my knowledge, “We Indians” are very bad players of team-work. Each member of the team wants to hog the lime-light, wants to take the credit for the “Success” of the team and “Love to Blame” his team-member for the failure of his team. Be it any team; as small as a team of two members or as big as a team of fifteen members, we have always failed as a team. Hard to digest but this is a fact. Some of the factors our failures as a team are:

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Published by: lucidleagueltd on Oct 06, 2008
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05/09/2014

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Growing together – The Importance of Team Work
How good are you, when it comes to team-work? Do you understand the importance andsynergy of team-work? To my knowledge, “We Indians” are very bad players of team-work.Each member of the team wants to hog the lime-light, wants to take the credit for the “Success” of the team and “Love to Blame” his team-member for the failure of his team. Beit any team; as small as a team of two members or as big as a team of fifteen members, wehave always failed as a team. Hard to digest but this is a fact. Some of the factors ourfailures as a team are:1)Personal Ego (Larger than life ego)2)Its only “me” and no one else3) Lack of knowledge (Subject Matter Expertise), Confidence and Self-Belief gives riseto self-doubt and “insecurity”.4)They love to “Demand Respect” rather than earning respect.When you have ego, arrogance and insecurity, you tend to block others’ success. You tendto harm them. You tend to play “Political Games” with your own team-members.
Team-work in Corporate World
Now, let me narrow my write-up to “Team-work in Corporate World” and “Team-work withina department”. You cannot do all the work that is expected from you and hence, there is aneed of a team. “Delegating your Work”; Outsourcing; Vendor Management is nothing butsteps towards “Team Work”. We talk about man-hours and man-hands. For example, I as anindividual am capable of doing X work in seven days but along with my team of threepeople; I should be able to complete the task in three days.But it’s not me who has done that work in three days; it’s my TEAM. Many times, knowinglyor unknowingly we harm our own team. In the process of showing others “my control overmy team”, people hurt the team, insult the team and thereby affect the morale and sprit of the team. There is a saying, “Don’t kill the hen laying golden eggs”; but some people dividethe team because they feel insecure. They divide the team. They back-stab their own teammembers; they gossip about one member to another and they insult their team-members infront of others. They do all this because, they don’t have subject matter expertise, and theyare not sure about their position. They don’t have self-confidence and self-belief. They feelthat the only way that they can survive is by using the old tactic of British India, “Divide andRule”. Just like the British rulers of that time, these team-leaders and team-managers areaware that “if I let these people unite, I will not be able to survive. A very bad tactic, isn’tit??
 
Role of Team-Leader / Team Manager
There is a saying in Hindi, “Yatha Raja, Tatha Praja” (As the king, so the people). Hence, theTeam-Leader or a Team Manager have very important role to play in “Team Developmentand Management”. As is understood that to be a Team-Leader or a Team Manager oneshould have at least one person to supervise and manage. Team Leader should haveconfidence in his own abilities, knowledge and skills. If he does not have enough confidencein himself, I will doubt his abilities and skills to boost the confidence and morale of his team.To be honest and fair and based on my personal experiences, I do feel that 90% of managers have sense of insecurity from their subordinate. They feel that their subordinateswill grow faster. They feel that their position is not secured. They have very low EmotionalQuotient. Hence they try “to block” block the pace of growth of their juniors / subordinates.Here are some blocks that Managers / Team Leaders put on the way of their subordinatesgrowth:
Dam
– When you construct a dam on a river, it does not stop the growth of the river; ratherit generates electricity, helps farmers in irrigation and control floods. Similar is the role of this block in your profession. He guides you. He mentors you. He grooms you. He sharpensyour skill. He helps you to grow. He is a catalyst. He knows that he is big enough for you toharm him in any manner. It’s like an executive reporting to a President. This is a positivehurdle.Hurdle on the road (Rock, big & heavy stone) – Imagine a situation when you are travelingto some place and happen to face this hurdle on the road. What will you do? Either you willremove the hurdle or you will just pass by its side. Another example that I have isroundabouts in Chandigarh. You can not drive over them but need to drive around them tomove on other side of the road. In a similar manner, there are blocks in your professionallife and you can grow only by ignoring and avoiding them. They feel that they have put, bigenough hurdle on the path of your career to slow-down you and/or stop you. It might takesome time to over come this hurdle but this is not permanent. This is arrogant / egoistic buttemporary hurdle.
Wall under-construction
– This is a positive hurdle that you can face in your life. As yougrow, the other also grows. He is intelligent and knowledgeable. He is willing to learn all thetime. He is a person with high-self esteem. He has high expectations from himself and alsofrom people around him. He is not afraid by the growth of his subordinates. He does notharm the growth of his subordinates. He does not sabotage their growth. The more hissubordinate grows, the higher he increases his own level and his competencies.

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