What causes an apothegm like “The squeaky wheel gets the grease” to be true? And why does it take on anthropomorphic styles in leadership and teams.
In this article I shall explore the harm that happens to people on teams from this belief and suggest an alternative path that purges the squeaky wheel and reinforces the ones that work.
The final Step in Developing High Performance Teams is exploring Why continue?
This realism is taking into process of Team Building / leadership / personal development external systems outside of yourself. Realizing that what others notice about you is a realistic view. Taking notice of situations behaviors, processes, environments and finding what the success in those areas was, and how to replicate those scenarios will lead to continued success. I am not taking a hard pessimistic role, what I am championing is a realistic view point that once people are able to examine how their interactions and behaviors impact others, the team can discuss this, and then lead to an organizational reality of thought.
Simply “thinking happy thoughts” will not make your organization, team, and you any better, prosperous, or successful.