Career Ambition vs. Job Mentality in Teams
We’ve all seen great teams at work. They are usually a cheerful group of people who seem to enjoy their work. They might sit together for lunch and go for a quick drink after work because they like spending time together. They don’t struggle to be around each other; in fact, they enjoy discussing both work and non-work topics. Most of the time, team members have been together for a long time, but they welcome new joiners warmly and make them feel at home.
But what makes a team ‘great’? The answer is complex, but one important factor is how they see work.
Understanding Different Perspectives
In any team, people view work differently. Some team members are ambitious careerists, while others see work simply as a job. This difference in perspectives can lead to coordination issues and, in some cases, even sabotage a team’s efforts. How do we navigate these differences effectively? What happens when career ambitions clash with a more laid-back approach to work? And how can we manage power plays that disrupt team harmony?
Careerists vs. Job Mentality
On one end of the spectrum are careerists. These individuals focus on climbing the professional ladder. They’re driven by ambition, constantly seeking opportunities for advancement and recognition. On the other end are those who see work as a job. They prioritize work-life balance, doing their tasks well enough to meet expectations but not necessarily looking for extra responsibilities or accolades.
Work as a Calling and Fulfillment
In between these extremes, there are those who see work as a calling. These individuals find deep personal meaning and purpose in their work. They are motivated by passion and the desire to make a positive impact, often going above and beyond because they genuinely love what they do. Then there are those who see work as fulfillment. They seek a sense of accomplishment and satisfaction from their work, finding joy in mastering their skills and achieving personal goals. These perspectives bring unique strengths to a team, fostering dedication and creativity.
The Coordination Conundrum
Consider a scenario where a team is working on a major marketing campaign. A careerist might advocate for bold, innovative strategies that could significantly boost the brand's image, even if they require more time and resources. Meanwhile, someone who sees work as just a job might focus on meeting immediate targets with minimal effort, preferring tried-and-true methods that are cost-effective and safe. How do we reconcile these conflicting priorities to ensure the campaign's success?
When team members don’t agree on work priorities, several issues can arise. There can be a lack of coherence in the team’s direction. If everyone is pulling in different directions, it’s hard to make meaningful progress. One person’s vision for a feature-rich product might clash with another’s focus on financial constraints, leading to stalled projects and frustrated team members.
Power Struggles
Power struggles can be particularly evident in roles like Product Owner and Line Manager. Imagine a situation where a Line Manager tries to steer the agenda of a Product Owner. The Line Manager might insist on decisions that align more with their vision or career goals, rather than what’s best for the product or team. This can lead to conflicts, reduced morale, and a lack of trust among team members.
Real-Life Example
Once, I was coaching a cluster of five teams in a large Agile transformation initiative. The newly appointed Chapter Lead was flagged for trying to micro-manage the team and decide the product’s agenda. When I asked her why she was doing this instead of focusing on people development and craftsmanship, she said she didn’t know how to fulfill the Chapter Lead role and resorted to what she knew.
Strategies for Alignment and Harmony
Open Communication: Encourage open and honest dialogue. Create an environment where team members feel safe expressing their perspectives and concerns. Regular team meetings where everyone has a voice can help in understanding different viewpoints and finding common ground.
Shared Goals: Establish shared goals that everyone can rally behind. When the team has a unified objective, it’s easier to align individual efforts with the collective mission. This doesn’t mean everyone has to agree on everything, but there should be a clear understanding of the team’s primary goals.
Role Clarity: Clearly define roles and responsibilities to avoid power struggles. When everyone knows their specific duties and the limits of their authority, it reduces the chances of overstepping boundaries and causing friction.
Recognition and Respect: Acknowledge and respect the different motivations and contributions of each team member. Careerists can be appreciated for their drive and vision, while those who see work as a job can be valued for their consistency and reliability. Recognizing these diverse contributions helps in building mutual respect.
Facilitated Discussions: Sometimes, bringing in a neutral facilitator can help navigate particularly tricky conversations. An agile coach or team leader can mediate discussions to ensure everyone’s voice is heard and to guide the team towards consensus.
Conclusion
Understanding and navigating different perspectives on work within a team is crucial for maintaining harmony and achieving success. By fostering open communication, establishing shared goals, defining roles clearly, and recognizing each member’s unique contributions, teams can overcome the challenges posed by diverse viewpoints.
Have you ever experienced a clash of work perspectives in your team? How did you handle it? Remember, a team’s strength lies in its ability to embrace diversity and turn it into a source of collective strength. Let’s strive to create environments where everyone’s perspective is valued, and the team’s success is the ultimate goal.