Chris Long - How And Why You Should Employ A Team Like The “Avengers”
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Transcript of Chris Long - How And Why You Should Employ A Team Like The “Avengers”
Billionaire Industrialist and Inventor
Always wants to do the right thing
Most Talented Person in the Team
Arrogant
Thinks he can do better than anyone else
Sometimes not a Team Player
Be Transparent
Let them know they are part of a bigger “universe”
Explain how there actions impact the team
Guide them, develop them into great employees
Get them to understand there “Strengths & Weaknesses” help the team
Demigod that is super powerful
Belong to a different world
Doesn’t understand how to function in different surroundings
Clearly articulate what you expect
Invest a lot of time upfront helping build right skills
Partner them with someone who can bridge the gap
Startup vs Later Stage Companies – find it hard to adapt
Help them understand and assist them to grow
Scrawny little kid that transforms into Captain America
The Super Hero that saves us all
Fixed view on the world
Wants to do things one way
Truly believe that this solution is the only way
Ensure there is a relationship of trust
Actively listen to there point of view
Re-phrase problems to clear trade-off problems
Explain its not all black and white – it can be about making the “least” worst choice
Hulk does one thing really really well….. SMASH!
Unfortunately that’s all he is good at!
Easily distracted
Not the best at communication
Sometimes you need to hire and expert
Channel there energy on the “problem”
Don’t allow them to be distracted
Communicate on there behalf
Hire collaborative team members that are comfortable working with these types
Black Widow and Hawkeye do all the dirty work
Hawkeye is a sniper, an observer
Black Widow is a spy, gets information to gain success
On there own, they cant fight the “Bad Guys”
Without them, the Avengers have zero chance of success
They don’t get much credit
Help them scale to become “Superheros”
Acknowledge that they play crucial roles
Identify and Hone their skills
With right inspiration they could become better than the “stars”
Give a team a rush of enthusiasm at the start of the project by pursuing contacts and
opportunities
Their focus tends to be on the outside world and not directly on the team so they will attribute ideas based on what they have
learned from other organisations or individuals
Bring a co-operative and diplomatic
approach to a team
Goal orientated, they will listen before
acting and will always drive a
harmonious nature to team interactions
Tend to be the leadership figure of the group
Mature in their nature, they acquire talent, set goals and delegate as appropriate
But what about their workload? Flip the coin and these characters can be perceived as
manipulative
The creative ones in a group, the free thinking team members are the go to
guys for problem solving and generating ideas
However be careful.. too many of these in a team can lead to conflict!
Thoughtful, strategic and logical, they explore all options when problem solving however can be a little critical on ideas
with no logical founding
You have to balance this with the fact that they are usually accurate in
assessments!
Self starting, single minded and passionate about learning in their own field
They have seen the world so to speak and keen to share this with the group
They demonstrate high skill and ability however their contributions tend not to stretch outside this
narrow subject area
The catalysts for positive action
They are often loyal to the group or cause and are self disciplined in their approach
Whilst being practical they can respond indifferently to new possibilities
Often viewed as the perfectionists, will go out of their way to ensure tasks and activities are done correctly
Their motivation is driven by the excellence and standards in their work rather than the thoughts of other
team members
Flipping that coin once more, this means they will struggle to delegate unless these standards can be met
and will knit-pick about small things
Driven by the challenge of task or situation and have the confidence to thrive under the pressure of such
activities
Extroverted and supportive in their nature, they will ensure the team does not get complacent and strives to
achieve its goals
However be wary of their styles, they are often prone to provocation and may often speak before they think
Holacracy is an organizational structure in which authority and decision-making are distributed throughout self-organized teams
rather than being vested at the top of a hierarchy
This “self-governing” operating system replaces the traditional management structure of authority-based power by removing job
titles and the “manager” role
Individuals are granted greater entrepreneurial leeway and are encouraged to take more initiative, accountability, and responsibility
through a relatively self-managed workplace culture
All members have some degree of leadership responsibility and, depending on the situation, will take turns being ‘in charge” – Captain America may be the lead tactician during a battle, while Bruce Banner may
run the research lab
As a result, the work performed by each member is based on job skills and abilities, not on a designated
job description
Instead of a hierarchical pyramid, Holacratic organizations are divided into a collection of self-
organizing circles that are aligned around operational needs
These circles often overlap and are encompassed by the company-wide circle. Each circle has the authority to create and execute its own activities and disbands
as goals are completed and/or priorities change
The flexibility and adaptability of a Holacracy must be incorporated into the fabric of the
organizational structure
Autonomy is essential as are the diversity of tasks and an ability to chart their own path. Not every organization or leader can handle the non-linear complexity of a Holacracy, nor
are willing to relinquish power
More accountability comes with a price
Poor performers have nowhere to hide and harmful decisions cannot be tucked away.
Change is typically resisted…and this is a big change
Once the transition is complete, empowering employees to operate like entrepreneurs will motivate
and engage your high-caliber staff