In most cases I choose not to watch
sporting events – live or on TV - because I can’t sit still that long and because
I get so emotionally caught up in the game that I distract everyone else and
frustrate myself. But if you ever catch me staring at the TV as a team is
getting ready for a game to begin, you’ll see me in a state of fascination
watching the team huddle together, chanting, swaying, jumping and otherwise
rallying themselves into an almost hypnotic frenzy about, well,
themselves. The energy from that tribal
rally is contagious, and it won’t surprise you that – being the non-sports fan
that I am – I feel a connection, and a sense of pride for the team I’m watching
(it matters not the team).
I feel better now that I’ve said that out loud, but what’s
more important is understanding the power of The Rally. No doubt the team I’m watching has
experienced all sorts of things prior to the game – collectively and
individually. They’ve had challenges,
sick kids, interpersonal struggles, marital woes, aging parents, crazy family
members, injuries or illnesses, and who knows what else. Despite all of their differences, challenges
and distractions, on a regular basis the team forms a circle, gets close enough
that there are no gaps between them, they look each other in the eye, lock arms
and start to sway and chant until they and those around them sense that they
are one unit, with the same cause, the same focus and the same grit.
There is something to learn here that I think more
leadership teams can leverage. As an HR leader
for more than 20 years, my team and I felt the weight of the cheerleader
label. What I want business to
learn from – if not from HR – then from your favorite sports team: the value of
rallying your teams or organization to remind each other what you came to “the
field” for in the first place. Set aside
your differences and get after whatever it is you went to market to do. Egomaniacs either need to be benched or
leveraged for the energy or expertise they can bring to help bring in the win,
but wimpy-ness should never be an option.
The balance is that the saying is true “culture eats strategy for
breakfast” – put your egomaniacs in their place or your success will fall just
as hard as it peaked.
And on the topic of underperformers (it annoys me to even have to say it) but - deal with it. I don't mean tolerate it, I mean literally deal with it. Handle it, address it. So why do so many managers and leaders tolerate underperformers? Two reasons - one, underperformers are scary. Managers imagine being accused of discrimination or worse and they freeze. There is a way to deal with that but you won't like the solution (handle it yourself or ask HR for help)... Told you. Second, underperformers who are still on the team, especially if they have been underperforming for some time, are a reflection of the manager/leader who has allowed them to remain. Isn't there any hope for someone who is isn't performing up to standard? Yes, but development happens off the field more than it happens on the field.
Development is great, but remember to not confuse politeness
for execution - on the players part or on your part. Managers who promise their players a chance to hold the ball but never give specifics shouldn't be leading (they need development themselves). Focus (in this case being specific) changes the trajectory of culture, brand, influence and revenue. So why would you be vague with anyone who is holding the ball or has the potential to hold the ball? But when your players have done the work, put them on the field. Find a way to leverage your talent and shed the one-trick-pony team dynamic. Sportsmanship is always in season but leave politeness for the awards banquet.
What do your teams expect when it comes to The Rally? Is it non-existent and you go from
performance review to performance review sounding like Charlie Brown’s
teacher? Is it inconsistent and you only
spend time celebrating/rallying when leadership decides to make time for
it? Is it selective and you only do it
with the people in your organization that you like or who consistently perform
well? You are probably missing out on a
platinum opportunity to get to the heart of your (hidden) MVP’s.
C’mon man! Get your
team/organization together and design a rally that reminds them and everyone
they come in contact with that you came to play the game and you came to win!
Love,
Karen
Founder and President
The Alice Project
www.the-alice-project.com
678-849-5999
