Sometimes people ask me: "What characterises a winner team?"
My answer is: "Proper motivation and the just reward".
In an organisational context I usually think of only two different groups of people who can voluntarily enter into a process of change and development which can make them very effective. The two groups of people
are:
Those who
are in great need,
and
those
who want to achieve a lot.
Everybody else - and that is probably the majority - is sufficiently satisfied and content. They are in a state of general well being. Because of this they can neither think of change nor contribute, through effort and performance, to make changes possible. For them forced change will lead to conflict unless one understands that:
Change requires involvement in need,
or
involvement in vision.
This is why a "learning-organisation-management" concerns the release of experience and the awareness of peoples values, in order to create a vision to reach one common goal. It means that no team can be a potentially effective team, without commitment to a common purpose, and a well-structured culture for
communication.
I have defined this communication on different levels, each depicted by its own colour, with origin in the common human archetypes and old religions. Those communication levels are visualised in the PPP Communication Circle, where the different colours symbolise the different levels of communication. The
left hand side icon figure below illustrates the PPP Communication Circle.
We can also develop a "decision tree" with each branch level showing a different area size, illustrating what we call the decision room of each of the common human archetypes which we can observe in a project team. The icon figure
on the right hand side below illustrates the Decision Tree.
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