High Commitment High Performance
High Commitment High Performance
How Organizations Can Break Down Barriers and Silos
To a football team, Silos are necessary, just like in firms. It is because they help in providing a clear structure that help in team functioning. A football team is split into various divisions or departments like striking force, attacking midfield, defending midfield, and a technical bench. The team is formed in a way to provide expertise in various areas. In a team, silos are normally places where info, focus, and up & down control flow.
However, these team silos also amount into problems since they may end up blocking information flow, focus, and outward control of a team. That said it is important to make critical decisions across silos to function efficiently as a team (Ashkenas, 2015). Aspects of the firm silos barrier include: insufficient flow of information, non-aligned priorities, decision making across silos is poor and uncoordinated. Therefore, a team has to encourage a unified front through the following ways.
Designing of a unified vision as a team
Patrick Lencioni argues that organizations undergo a series of devastations amid conflicts and silos. A lot of damages arise, for instance, wasting resources, killing of productivity and under-achieving of set objectives and roles. For a football coach, it is important to tear down silos in a team, by overcoming behavioural issues and effectively addressing contextual issues that critically affect the team. It means team management must agree to a common and unified vision for the team that will build trust, empower everyone in the team, and move players out of “our department” notion into a team notion.
Motivate and Incentivize
After creating a unified objective for the team and understanding the team coordination, it is worth to eliminate silos. Team managers face a real task of motivating the team and ways in which they can make it happen. A great manager will find it easy in identifying key components motivates each player and communicates effectively to the team. For example, a defending player in a team can be awarded or get an incentive for saving the whole team during a match, subsequently, a manager has to realize that motivation includes helping each player grow, share their voice, and offer them encouragement always even if when they are not performing.
High commitment, high-performance organizations
HCHP teams or firms can register a sustained performance. These firms have distinct pillars that can be observed across, and they include psychological alignment, performance alignment and capacity to learn and change. Firstly, psychological alignment in a team is reached when a manager can manage from the heart thus creating a team that provides players from all departments with challenging work, meaning, difference creating capacity and sense of higher drive (Beer, 2009).
Secondly, performance alignment is reached when the team manager is leading with his head hence enabling team activities, measures, goals, and, team design that enhance winning mentality and strategy. Lastly, capacity to learn and change is arrived at when managers control their egos. Each member of a team must learn to be honest, selfless and collective. Furthermore, it is advisable for the team managers to be conscious and principled when making decisions. The team character will later on be defined by the choices made, and they include purpose, risk, strategy, and motivation.
In organization settings, teamwork is a paramount aspect of creating a fine-oiled machine that will ensure projects and tasks are efficiently done as expected. A team must have a leader-in my case, a football coach-that makes sure members work coherently to reach the expectations of the team (Kimberly, 2014). Furthermore, it is vital for the team leader to incorporate each player and staff to enhance their motivation and morale during matches.
The team members need to build trust with each other; it can be achieved through the following ways:
Through conducting personal exercises on histories of one another
Relocations of office space
Conducting offsite exercises on team building
360 degrees feedback and
It is vital to note that teamwork in an organization has got some advantages and drawbacks. The advantages include:
Sound decision making during and before match days
Efficient ways of sharing information
Higher player motivation and drive to bond and monitor team’s performance
The disadvantages of teamwork are:
Some individuals in a team seem to be faster on assigned tasks than others
It is expensive to develop and maintain a team that has bonded well
Presence of social loafing in teams
All members of a team are supposed to be concentrated on how to achieve better results; it can only be realised when; the team retains all players that are achievement-oriented, those minimizing egocentric behaviours, those keen on avoiding distractions as well as players who are beneficial for individuals putting their interests before the team (Kimberly, 2014). Lastly, for a formidable team to be build, the team leader-coaches- should make sure they make use of required stages like preparation, gathering of data, analysis of data, giving feedback, planning on action and lastly making follow-ups.
BIBLIOGRAPHY Ashkenas, R. (2015, September 9). Jack Welch’s Approach to Breaking Down Silos Still Works. Retrieved December 5, 2015, from Harvard Business Review: https://hbr.org/2015/09/jack-welchs-approach-to-breaking-down-silos-still-works
Beer, M. (2009). High Commitment High Performance: How to Build A Resilient Organization for Sustained Advantage. Wiley, 416.
Kimberly, B. (2014, March 17). Team Players: Pat Lencioni on the Importance of Connecting With People. Retrieved December 6, 2015, from IMS.GS: http://www.ims.gs/blog/team-players-pat-lencioni-importance-connecting-people/