#teamwork

Reshaping requires breaking up and using same materials. Same is true for transformation. Company wanting to transform should reevaluate who fits in where. Then rebuild optimal teams and thus reshaping.

Anyone on a team firing on all cylinders? How are you getting with done?

Do you know how to order a coffee? Soft skill.
Can you say "hi" to another person? You have soft skills!
Can you say "lev-er-age" ? What about "cap-it-u-late"? "Cir-cle-back?" Soft skills!

I thought the most important thing was IN-PERSON collaboration?? I guess it's important enough to eliminate WFH but not important enough to pay for a team to actually be in person in one place?

How am I supposed to inspire and build better lives and communities in these conditions?

And these empty-headed, self-serving, a-s-kissing executives, VPs, SDs, and ads all seem ignorant of what leadership actually means-or what it means to take care of your teammates. That's the first rule in sport.

Even the world's greatest individual athletes understand this.

Look at Carlos Alcaraz, Jannik Sinner, Rory McIlroy, Scottie Scheffler, or Vincent Luis. These are elite individual competitors, yet they understand that individual greatness is built on the strength of a team.

They surround themselves with talented subject-matter experts - coaches, trainers, strategists, and advisors. People who bring different perspectives, challenge their thinking, offer honest opinions, and contribute ideas that are DIFFERENT from their own.

And they're genuinely grateful for those people. They recognize that their success depends on the collective talent, commitment, and trust of the team around them.

They don't demand blind loyalty, surround themselves with yes-men, or confuse agreement with competence.

Imagine that. The world's best athletes understand something that Nike's senior leadership apparently doesn't.

Great leaders don't need to be the smartest person in the room. They build teams of exceptional people, listen to them, empower them, challenge them, and, above all, take care of them.

That's how you build trust. That's how you build winning teams. And that's how you build enduring organizations.

Leadership is not about being in charge. Leadership is about taking care of those in your charge.

Nike should understand that better than anyone.

It's sport. It's teamwork. It's leadership. And it's supposed to be in our DNA.

Beautifully said, @ew+1m4nvpzdx.

Every team seems to communicate in its own little bubble, and the information rarely lines up. Half the time, nobody can tell who's responsible for what.

I used to see people here freely sharing information and helping each other out all the time. Now everyone seems much more careful about what they hand over and who gets credit for it. With layoffs hanging over everyone, I can't really blame people for protecting themselves, but it's hard to call it teamwork anymore.

Has everyone seen how much more work is getting done after RTO?

Sales getting done, massive deals closed

Support teams sorting out customer issues proactively, everyone pulling in the same direction

100 dollar share price here we come

I find it disgraceful how many leaders take credit for successful projects that they have nothing to do with. Good leaders highlight their team success, not su-kout all the credit.

The funny thing is that the one thing we all seem to agree on is that we'd rather not be here. That's probably not the kind of teamwork leadership was hoping for.

Why do we have some supervisors with such small teams? Why not combine teams so that team sizes are reasonable and above a minimum number. It makes no sense to carry the overhead of a supervisor for a small team.

Everything is always doom and gloom here. I'm trying to find something good to say to shake things up a bit, but I'm coming up short. Anyone got anything?

Looking at recent threads, I couldn't help but notice everyone turning on each other—SF vs. MF vs. Tech, hybrid vs. remote, first line vs. 2nd vs. 3rd line, people of a certain ethnicity vs. others, you name it. Meanwhile, the people actually pulling the strings and causing this mess get a free pass while we tear each other apart.
I was curious if there’s an actual psychological or organizational term for this dynamic, so I ran it through AI. Here is a quick breakdown of Horizontal Hostility (or lateral violence):

“When a toxic leader or broken system holds power, self-preservation ends up destroying group solidarity. Because confronting the real source of the threat feels useless or risky, people turn their frustration inward on their peers instead. By scapegoating colleagues or hoping someone else absorbs management's wrath, people try to buy temporary safety. This dynamic is often fueled by leadership using divide-and-conquer tactics—keeping everyone fearful, fragmented, and fighting amongst themselves so no one unites against the actual problem.”

Classic divide and conquer. Let's stop taking the bait and keeping the heat off the people who actually caused this.

In a tough environment, your colleagues can really make a difference. With all of the rapid fire changes, collaborative, experienced and, sure, funny colleagues are what helps the most.

Source: Dr. Mullen

I once hired someone smarter than me. I hated how it made me feel.

→ They were sharper in meetings.
→ Faster with decisions.
→ More technically capable than I was.

Instead of feeling proud, I felt exposed.

I started wondering:

If they're better than me, what exactly am I bringing to the table?

Then it hit me.

I was competing with talent I was supposed to be leading. So I changed how I led.

1️⃣ I asked more questions than I answered.
↳ My job wasn't to have every answer. It was to get the best thinking into the room.

2️⃣ I gave credit publicly.
↳ If someone was better than me at something, I wanted everyone to know it.

3️⃣ I shared decisions earlier.
↳ People take more ownership when they help shape the answer.

4️⃣ I made disagreement safe.
↳ If your smartest people are afraid to challenge you, you're wasting their talent.

5️⃣ I admitted when I didn't know.
↳ Pretending to know everything wasn't leadership. It was insecurity.

6️⃣ I measured myself differently.
↳ Their growth became a better measure of my leadership than being the smartest person in the room.

That changed how I thought about talented people. I didn't need to outperform them.
I needed to create the conditions for them to outperform me.

How do you make friends here? part of my job is actually to help people do less manual work but it seems that everyone loves manual work. And when I ask my manager if I can reach out to some other teams, he/she said: oh. Please don't, we just do not talk to each other.

I was like, how are we going to do the projects? Can anyone shed some lights here?

And please, be honest.

Source :

https://economictimes.indiatimes.com/news/international/us/quote-of-the-day-by-oracle-co-founder-larry-ellison-taking-care-of-your-employees-is-extremely-important-and-very-very-visible-offers-timeless-wisdom-on-teamwork-productivity-in-workplace-kindness-compassion-empathy-charity-shows-psychology-of-true-success/articleshow/133318935.cms?from=mdr

Verizon paid employees, can we come together and do more. We can cry about an infinite number of reasons why the work is hard, yet we stay and we quit putting in any effort. Since we are stuck together at work, do we have the professionalism to help each other, or are we going to pout and refuse to put in any effort? We can avoid RIF, but a collective lack of effort only provides the company reasoning for further RIF and rebadging.

What happened to that sh-t? 🤷🏻‍♂️

In a previous town hall, the senior executive who will not be named listened to the frustration of senior directors (plural) under him, as well as chat entries of attendees, on Teamworks which made them lose valuable talent.

The feedback is in unison: Teamworks is not worth the negative impact to employee's welfare and retention. In the end, this senior executive said "Don't worry about teamworks. So long as we don't see an average of five hours of work per day, it's fine."

Well his other cohort, another senior executive, has been going around in staff meetings pressuring managers to get tighter on Teamworks or else they themselves will get in trouble.

Same company (Hughes), two senior executives, two different perspectives on Teamworks.

What is going on at CDW?

We have new hires and overseas contractors fighting with current and former coworkers.

We have current and former coworkers fighting with new hires and overseas contractors.

So much for being a "family" working together to gain market share and making things better.

Taking a moment to appreciate my time at Teradata San Diego.

On the Customer Success team, I've learned that great technology only matters when it changes something real for the people using it — and I've gotten to see that happen week after week. The talent here is remarkable, but what stands out most is the culture: people who share credit freely, jump in without being asked, and genuinely root for one another.

Add in the energy of the San Diego campus, and it's easy to see why this place is special.

Proud and grateful to be part of this team. 🧡

#Teradata #CustomerSuccess #SanDiego #Grateful

Do you feel employees are safer from layoffs if they’re on a larger team versus smaller team or does it just not matter?

I'm tired of seeing coworkers turn on each other. We're all in the same boat. The company doesn't care about any of us, so why are we wasting our energy on each other?

MK post about the World Cup. Wanted to be a soccer player but life took different path. But the game taught him the importance of teamwork, adapting to new environments and staying focused.

Wonder if any rank & file will be invited to the final at NY/NJ Stadium.

TM mentioned in my 1x1 from one of their meetings with the SM that the additional in office time is having the intended effect/results and believes that because of this "success" more time in office will come sooner rather than later. Could be nothing but I thought it was interesting to say the least.

Does anyone know the trick to keep teams status green, even if you are curled up in the fetal position on the floor?

But you are being pit against your peers in the rankings and the distribution is enforced.

Go team!

Leadership keeps saying the office will help with teamwork and new ideas. I’m taking that as my reminder to clean up my resume.

Do they collaborate well or do they have pointy elbows?

The best direction from above this week is we need to work better as a TEAM!! From the same people who demand that everyone on that team be split into specific categories by specific percentages where some of them must be rated as needs improvement regardless of how that team performed. LMAO, that's the way to get people to work together. I used to feel like I was part of a team, now it is everyone for themselves, not the bigger goal, just survive another layoff.

Any thoughts on the town hall yesterday? Lots of teamwork and buckle up talk but nothing of substance.

The culture that we are getting into right now with teams, and these group pings is absurd. They say it takes 20 minutes to refocus after you’ve been distracted… these silly group pins and constant teams alerts on pinging are so unproductive and frustrating. Just send us an email! Not to mention things keep getting lost in different variations of group groups that are pinging so I literally can’t keep up.

I’m so over teams and all the obnoxious features that come with it that destroy my productivity.

I have watched leaders with authority lose the confidence of their teams because they lack emotional intelligence. Connect first and then lead.

My gut feeling is they don't know what they are doing and are just trying another model that will also fail. There are so many groups to all running around "getting alignment" with each other that they fail to just get the work done. They could be driving right off a cliff and all they would worry about is if they are doing it consistently across teams with shared components.

@ac+1kr3jt5gv makes a great point.

Me and the boys completed our first week of the old badge switcheroo. It was a wild success!

We take turns holding everyone else's badges. Then, the one holding the badges goes into the office and scans everybody else in. It works like a charm!

Now, each of us only goes in once per week!

We are already talking about ways to make it better. We are open to your ideas!

Hi does anyone know if you are in your non-working 60 days if you still have to use PASS to authorize stock trades. Don't see any links on Teamwork's at home around the PASS system. Thanks