TEAM EXPERIENCES 1

Module 1: Essay, Prompt #1

What does it take to be a successful team player? As Thompson states, to have a team

which performs at its highest level you must be a forward-thinking leader who is engaged, expert

learner, and execute through evidence-based management (Thompson, 2018, p. 19). As a former

leader in several roles, I agree with the mentality to remain humble regardless of your title, admit

faults, and implement change to ensure they are not repeated. Unfortunately, while this seems

like an obvious mental state to lead a team, not dictate, such behaviors are often overlooked.

With the experience I have had in the professional industry thus far I have found that it is

common for an organization to pack as many employees as possible under one leader to save on

payroll. Thompson shares that the team’s size plays a role in its success as it is found that a team

of fewer than 10 members – more like 5 or 6 is the best size (Thompson, 2018, p. 16). With

teams being a valuable concept in successful businesses as they lead to quality control, customer

relationships, healthy competition, and current trends I believe it would be valuable information

to share with leaders that sometimes less is more if they have not found their team groove. A

smaller team allows the manger to be the expert while growing themselves and the team.

Part I

Conditions.1

It is true with any relationship that communication is critical piece to ensure prompt

conflict resolution, set attainable metrics with equal evaluation towards reaching them, and to

plan for what the future holds. It is also important for leaders to delegate tasks to their team as it

gives them a sense of ownership, organizational investment in them as individuals, and makes

more time available for themselves to continue to stay ahead of risks.

Part 2
TEAM EXPERIENCES 2

Social Loafing.1

When team players feel goals are uneven or unrealistic, become unmotivated, and visibly

discouraged, they are acting in a manner called social loafing as they are forthcoming in their

mannerisms that they prefer to work on an individual basis and not in a team atmosphere. This is

when having the right amount of people on a team is especially important for the leader to

manage expectations, proactively address the tug-of-war mentality, and engage the group to

ensure productivity still is consistent. Social loafing can present through an employee’s decision

not to push themselves as hard having the workload shared, feeling like they are doing more than

the others so stepping back, or even poor group comradery. Thompson believes to reduce social

loafing leaders need to increase identifiable contributions to each player, promote teamwork, and

apply performance reviews so that social loafers are held accountable to their expectations

(Thompson, 2018).

Identity.

In holding several leaderships roles within industries such as Fitness Centers, all the way

to retail organizations I agree with Thompson that having clear and concise agendas, training the

team in a group atmosphere, practicing perfection, reducing layers in the communication

channel, and set up clear metrics are great ways to combat social loafing (Thompson, 2018). To

create a one team mentality, you must treat them like one. It is almost like having children; you

are not supposed to play favorites. It is important to address poor attitudes and it is equally

important to celebrate wins, this keeps the hungry hungrier and motivates the unmotivated to

compete for a shoutout. I have always told every employee I have ever managed that if you are

hearing about poor performance for the first time in an annual review, I am not doing my job. I

stand by the belief of transparency and moral ethics in business success.

TEAM EXPERIENCES 3

References

Thompson, Leigh. (2018). Making the Team: A Guide for Managers, 6th edition.

Pearson.