Tag Archives: autonomy

5 things I learnt from the 2014 FIFA World Cup and the lessons they have for business

The 2014 FIFA World Cup recently concluded and despite on and off the pitch controversies, and much public anger at the cost of the Brazilian Government’s spending on infrastructure, the tournament was one of the most successful and memorable in living memory. Here are five things I learnt from watching the tournament and the resonance they have in business:

ONE – There is no substitute for team work and attitude:

Teams such as Costa Rica and USA were a prime example of team work and attitude. They didn’t have the household names and match winning players of other teams but they proved that getting basics right, having a nothing to lose mentality and punching above their weight together with helping other team members out when they were out of position made them a force. This propelled them to the highest level of performance any team can desire at a major tournament.

Business Lesson: Go beyond your job description and keep things simple. Believing in yourself and your team members will create a positive team environment. More importantly, understand what the common goal is and be realistic in your expectations.

TWO – Don’t be afraid to take a risk:

Netherlands coach Louie Van Gall embodied this in abundance. During the Quarter Final match against Costa Rica, Van Gaal substituted his first choice goalkeeper Cillisen and replaced him with Krul when the match went to penalties. The outcome of this was that Krul saved two penalties and this put the Netherlands through to the semi finals. His greater height and reach were sighted by Van Gaal as the rationale behind the substitution.

Business Lesson: Don’t be afraid to experiment. As a Manager, next time you have a project – put an untested team member on the project. Know your teams’ individual strengths and skills to get the best out of the team.

THREE – Have a plan B:

In each of the games Netherlands played, the team adapted their style and tactics to their opponents and that proved valuable as Netherlands progressed through the tournament. Van Gaal was a thinking coach who constantly studied the oppositions every move before executing his strategy.

Business Lesson: In business, it’s important to know what you will do in a clutch situation. Something might not work as you would expect. Have something prepared that you can revert to in times of need – a toolkit etc.

FOUR – Stick with the norm and you run the risk of failure:

By the time we got the Semi Finals when Brazil played Columbia, signs were evident that Brazil was not up to the standard of other teams. When Brazil played Germany, their weaknesses were laid bare and they imploded before the eyes of their country. In the aftermath of Brazil’s disastrous exit, it was apparent that coach Scolari was heavily reliant on Neymar and Tiago Silva who were the spine of the team. Scolari kept faith with the same team as he picked in the first match to deliver but as that turned out that was blind faith. Brazil were predictable, relied on the same tactics and never had a plan B.

Business Lessons: Don’t be afraid of mixing things up and when it comes to recruiting a team; do not be averse to individuals of unconventional backgrounds whose CVs may not read great on paper. Resist having similar styles of people in the same team and instead select individuals who would complement each other and a particular function and/or department. Above all, give indivuals time and autonomy and let them flourish.

FIVE – Feeling valued elevated a player:

Suarez, Neymar, Neuer, Messi, Robben, Rodriguez were all talisman to their team. Their talent is undeniable but what was even more important was that they had the support of their team, coaching staff, and when these players performed they had a domino effect on the rest of their team.

Business Lesson: Feedback and engagement are two of the most critical elements in business. Get either wrong, and you end up with a disenfranchised and de – motived workforce. To get it right, work out what truly drives your workforce and what puts them off. Move forward then by making a commitment to driving out the practices that create unhappiness in the workplace.

 

 

 

Talent management and retention in a changing world

OLYMPUS DIGITAL CAMERA

The economic changes brought about by the global financial crisis have reshaped the business world. This is a challenge of considerable importance for way human capital is developed and managed.  Successful talent management begins with a proper understanding of how people work effectively and more importantly what it is that makes them tick. Built on to this is the notion that people are motivated by different things. According to renowned author Daniel Pink, there are three things that motivate workers:

 

1)      Workers want to be given autonomy – they want to be in control of their time

2)      Mastery – workers want to make a contribution at work

3)      Workers want to make a contribution likened to a broader purpose in the company

The key takeaway for companies is that they must synchronize these three motivations with their own goals. If these three fit well, a winning situation is created. However, companies also need to address the issue of staff retention. Compensation is not the only reason to ensure employees stay happy and committed. Daniel Pink’s analysis of employee motivation, highlight non – financial factors as being increasingly important in dictating the motivation of employees in a post crisis world.

However, in practical terms the focus must also be on the economic cost. It costs more to hire a new worker than to train an existing worker, so the focus must be on retention. The time has come for companies to think of employee retention in an innovative light.

Socio – economic factors have radically altered the make-up of the average workforce that will impact a company’s recruitment and retention practices. People work across international boundaries and live longer. The work forces of the future will probably be made up of a 20 something, a 40 something and a 60 something worker. Multi – generational teams will be more prominent in the years to come. Companies need to actively think of creating balanced workforces that are rich in both age and experience, and focus on the human side of management. By adopting such practices, companies will be better prepared to meet tomorrow’s challenges.