Anyone who didn’t share these values would be uncomfortable working at the company. They just don’t pick up on how their words and actions affect others. White 0.000000 -6 7. The employees were overwhelmingly positive about Craig’s promotion, and he did well in the new position. 45 HUMBLE HUNGRY SMART PATRICK LENCIONI’S IDEALTEAM PLAYER 2. YEbFVOHSNAubtbuPStYad2h4O1nqiqooyxkBrYIkdOXI7L3bFV9laWsV0kkeh6/6plS5jE1rfyxm People who are unmotivated often choose to be this way because it’s to their benefit—not being the one who offers to do more means less pressure and responsibility and more time to do what they prefer doing. 1 Comment. h3oS/wDLZdf9Ius/9lGKoKKGX9M3X+mXX+81vv8AVdXr/eT9vrHL7/64qnvlxGW/veU0stYrfeWK Jeff met with each of the company’s 17 foremen and project leaders, as he had with Nancy, to talk about the need for teamwork and the qualities everyone needed to demonstrate. Jeff must crack the code on the virtues that real team players possess and then build a culture of hiring and development around those virtues. 100.000000 Hx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8fHx8f/8AAEQgAmAEAAwER endstream endobj 3 0 obj <> endobj 10 0 obj <>/Resources<>/ExtGState<>/Font<>/ProcSet[/PDF/Text/ImageC]/Properties<>/Shading<>/XObject<>>>/Thumb 25 0 R/TrimBox[0.0 0.0 612.0 792.0]/Type/Page>> endobj 11 0 obj <>stream VdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsV DnQtE5hPSDfoyGoj4enwry+zw+GnTjt0yKVVfInl1EZE0fR1RozCyjTogDGyLGyEcvslI0UjwUDs Hunger: Everyone, but especially unmotivated people, should have performance goals. Itg7Dl8RGBUXZfl5DNLDBP5MezgieSWOcp5eKqJoy7RtFHblTy9NbdzxJoVIZt2BVA3v5XG80hra q7FWIfm5btcfl3rECEK0iwgFq0r9Yj8AcryxMokByNJlGPLGR5Avmy58ieYLXkLqL0OFC/qpKlOX 48.235294 RZowVUkGZF6srrtXupyM58Ittw4jkmIjq8Vsvzbk0mzWCCOLUolrxfU/q9zcgKAOPqW0dkGXao5q The Ideal Team Player By Patrick Lencioni. Self-Assessment. Beyond the fable, Lencioni presents a practical framework and actionable tools for identifying, hiring, and developing ideal team players. qbnJ2en5KjpKWmp6ipqqusra6voRAAICAQIDBQUEBQYECAMDbQEAAhEDBCESMUEFURNhIgZxgZEy 2j+rtNbcjH6iC5iLJzXdeQ2qMqz/AEFytECc0aNF83Xev+T20t7az8rJFfMW43897czFVLMR+7Qw Helvetica Neue The researcher. Clare created a new hiring program; all hiring managers were trained in how to hire team players. The Ideal Team Player is about the qualities of individual team members, while The Five Dysfunctions of a Team is about team dynamics. 66.796900 Leaders who hire employees who already demonstrate humility, hunger, and people skills (referred to in the book as smarts) get better results and eliminate politics, turnover, and morale issues. Cyan 45 Most employees will do self-assessments if the purpose is to improve, and shortcomings won’t be held against them. SPOT 2. saved Jack struggles to discover the real virtues of a team player and then how to build a culture that rewards and develops those virtues. 70HViWbm62/+GDO6rdJL6Uk7wRMU9QGZQWPP4hJuQuBU8vvJl1bW1lLZeXptTlkkheWG4Ty/BLB6 In contrast, most interviews follow the same predictable, often awkward format as they did 40 years ago. -53 9sw/oEjUrhau8KOJubSJIrSMQglLfaULXieSqf6N5mtJ765kk826Be2NtJI00MWnCFkgjBd/3xt3 Jeff must crack the code on the virtues that real team players possess, and then build a culture of hiring and development around those virtues. dirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVdirsVd Beyond that, here are some ways to structure the interview process: For employees to improve, leaders must consistently point out when they’re not doing what’s needed. Some people prefer a predictable routine at work, so they can focus their energy on outside interests. 001.000 SEv8ufmPe3kyMmo3bRO5jVpmkFHU0pR/fxGKvS/y6gu4NNuomuWmsY5uNlBJyZ4BxDPGJGLFo/iB The first time you ask a question, you often get a generic answer. Adobe Illustrator CC 2015 (Macintosh) Their interests may conflict with the team’s. s6zsKmp+ObVXbv44qi/rNl42v/BQf95LFXfWbLxtf+Cg/wC8liqDiubP9L3O9rT6vBT4oafbm/7W AQBIAAAAAQAB/+4ADkFkb2JlAGTAAAAAAf/bAIQABgQEBAUEBgUFBgkGBQYJCwgGBggLDAoKCwoK aVE/WZv+rkP+4oP+quNKpXE+oMgFtq0UcnIVaTUTIOPcUW4j3964CD0ZRMeo+3+1CQv5kHL19fs3 Here are some ways to do that: 1) Reward people for teamwork: Managers often don’t say anything when employees do what they want them to, but they’re missing an opportunity. Or, work can become all-consuming and become a person’s identity and life. 4vl0uS+e4ieWe5isybmVo4zam1KL5ZSMESM0XLaUKS2y1XFXsHkm0B8uCKW5vrpGMsEkeoALIpjd H��Wے�6}�W��ڊ8I�}�ǎ��Ǯ��J��%a$zHB&�Q��{ /�����i'�����ݧoW���͵�^��f3����:�=�Nlv�z鳝� .�4�����[DI�aʂԋ"���r�b�߿�]������e^�$���=F���i�D�{i�lU͞��+���_��ϳW���5�n43��;+D"�࣐-D�qd�N�_t'�;aP$B/�)[�03 EXHO0QgAqOTycQW50qS2Q8H+lL5t41oH8GP5ftV3Ty/Npv1uHzD52uLe3jDCSGDUUMqoskgoxtI1 MVWN+X/lhnjdtE0Znhi+rxMdNiJSHiV9NTy2TixHEbUOKqs3krQp45YptK0mWOdg86Pp8bK7KFCs A lack of hunger or drive on someone’s part is usually obvious because they produce less, which creates frustrations among other team members who have to pick up the slack. When they do the wrong thing, immediately call attention to it. 12 fmopzBp9mpqRUeB/Sl80jW/0Mf8Apf2sw0/zroVvpVgJF1X95BH9X+s2F9JcSgRO68mSFucrJCzM In The Ideal Team Player, Patrick Lencioni defines the model team player as a person who embodies the virtues of humility, hunger or drive, and people skills. 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