Recently my stepson, Jack, came home from his weekly, friendly basketball game. We engaged in a discussion about two types of players he has encountered over time. We’ll refer to them as Group A and Group B.
Group A players work as a team. They pass more frequently and leverage each other’s strengths to score. They inherently trust one another to do the best they can to achieve a win.
Group B players focus on their own ability. They pass the ball less, and when they do, it’s usually after holding it much longer than their Group A counterparts. It’s all about them.
Jack told me that it is more fun to play with Group A because they make sure everyone plays. No one is left out. On the other hand, he doesn’t like it when there are too many Group B players on the court. They show off, trying to make points on their own, and rarely involving others.
Who wins the most points overall? Group A.
This is a metaphor for ensuring your business leadership teams are aligned and working together for the benefit of the entire organization. Cross-functional dysfunction occurs when individual functional leaders become more interested in the success of their function than in the success of the overall company. As the leader, it’s your job to ensure that you set goals for your team that promote more to the success of the company, and then hold them accountable to these goals. This applies to the day-to-day operation of your organization and is clearly required for transformations.
Next week we’ll dig into this further and talk about one trait you can model and encourage to help drive transformational change.
Dedicated to your profitable transformation,