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Family or Team?

Too often, when a performance conversation is required with a team member, we turn up to the meeting with frustration and an agenda, only to find that we don’t have all the facts and none of our ‘ducks are in a row’. We end up looking stupid, and have to rely on ‘because I said so’, just like a parent at their wits end with a naughty child.

The Parent-Child model is not a good one for a workplace. You often find it present in a ‘family’ culture. Whenever I hear of a business having a family culture, I can’t help thinking ‘hope its not like my family!’ Most families have a level of dysfunction, and an inability to apply meaningful consequences to a sibling or child. Family members are rarely sacked, despite repeatedly behaving in a way that is contrary to culture.

I prefer a team-based culture, rather than a family. Team members understand that having a spot in the team is a privilege, not a right. They understand that performance is paramount, and that under-performing team members might get cut from the squad. We celebrate wins, and review losses in order to improve. We train a lot to maintain high standards, and always strive for better. Its a high-frequency, two-way feedback environment. Team members seek feedback to improve, and leaders provide feedback early and often.

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