Demands on a team

Demands on a team

Much of what a person has to do in life is done in cooperation, together with others, i.e., in a team. This is true at work, on a football field, and in a family. In other words, to accomplish something, you have to be able and willing to "play" with others. 
To “be able” to play with others, you need "teamwork competence".

Each player must:
  1. learn to understand the people they are to work with;
  2. know oneself and know the effect he/she has on the other members of the team;
  3. learn to function in a team that produces results without major conflicts and internal struggles;
  4. learn to focus energy on winning the real "struggle".
In a football team, willingness to cooperate is as important as the technical skills of the individual players.
Similarly, amongst managers and staff, it takes more than professional skills to achieve significant team performance. It takes both ability and willingness to fight and win together.

If a team is to achieve results, the right tools and equipment must be available. Furthermore, the employees must have the right attitude and necessary competence. Finally, responsibility and tasks must be allocated appropriately.

This may sound elementary and obvious. Nevertheless, it is difficult to achieve in practice. It may be due to a lack of willingness and/or ability to understand the importance of teamwork in achieving the team's results. 

A word 'partnership' means what it takes to be a good partner. Similarly, Employeeship describes what it takes to be a good employee. The following 11 factors characterise an Employeeship culture:
1. Commitment
2. Responsibility
3. Loyalty
4. Initiative
5. Productivity
6. Relationships
7. Quality
8. Professional Competence
9. Flexibility
10. Implementation
11. Energy

Practical Manager helps managers and employees to build and maintain an Employeeship culture in their teams: 
• Help team members and team leaders to display 11 Employeeship values. 
You can customise and add your own company values and behaviours.
• It will assist all employees to establish behaviours which drive long-term results and focus on team and personal goals. 
• Inspire engaging passion and commitment by recognising others for their work.
• Help team leaders assess their teams to achieve their full potential.
• Develop team members to their greatest potential
• Maintain quality relationships in the teams and with other teams.
• Create a true teamwork, »a team of teams« within your organisation.

The Practical Manager enables you to 
• Track your personal and team goals and milestones to achieve results and employee performance.
• Give attention to the behaviour, performance or achievements of other members by sharing recognition.
• Manage your time so that you focus on what is important, 
i.e. your Key Areas, and create a bridge between your task decisions and time.
• Review weekly summaries of recognition for yourself or the team you lead, shown in your Recognition account.
• Track three levels of reports showing capability and willingness to do the best for individuals, teams and your organisation in the Teams reports. 

It also allows you to customise your "own" Employeeship culture and adjust the Practical Manager by defining your organisation's values and behaviours. 



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