Sharing helps develop teamwork

Nearly every business and profession today requires a staff that will work as a team. Yet, frequently patients tell me they are dissatisfied in their work environment because some individuals refuse to “acquire the team spirit” and work for the good of the whole.

Employers also voice this concern, saying that an older employee won’t help a newcomer “learn the ropes” or become familiar with the policies and procedures of operation. They seem to have, they tell me, the attitude that, “I learned this myself, let them learn it the hard way.”

Some employees admit they are reluctant to share their expertise or experience with someone just hired because they know that duty won’t help them on their evaluation, but may make the newcomer look better to the supervisor. Other employees want to look good and save their suggestions for the supervisor rather than sharing it with the group.

It seems to me, in trying to help these people, that team work is based on the qualities of sharing. And sharing is a gift that can be given to as many or as few as a person chooses. So the problem is in finding sharing people and convincing non-sharing people that time is wasted and productivity curtailed when they don’t invite others for divergent thinking.

An employer should look for these qualifications in a job applicant as well as reward employees who display these qualities. If team spirit is not achieved, they should plan staff development exercises to get the ball rolling.

Sharing people usually have these qualities:

High self-esteem – they are happy with themselves. They feel good about themselves and feel secure in their work.

They are open-minded – they may have strong opinions, but they are open to the suggestions and respect the opinions and suggestions of others. They are willing to modify their opinions if they see the value for change.

Sensitive and caring – they have empathy and show concern for others. Usually, they are thoughtful and considerate.

Self-trust – they are not suspicious or jealous of others and usually have trust in their co-workers.

Clear-minded – they are able to seek solutions and share and digest information.

Fair-minded – they don’t tack labels on other people or make unqualified judgments based on surface actions or expressions.

They are doers – they believe in getting involved, in utilizing the strengths of the members to accomplish any given task.

Recently I read about a teacher who wondered why certain students did not perform as well as certain other students. In observing their study habits he found that those who studied independently, who never asked for help from others or from the teacher were not advancing as rapidly as others, especially his Oriental students who seemed to score higher than any other ethnic group. In observing the Oriental students’ study habits he found they first studied independently, then met in groups to exchange thoughts, criticize, analyze and synthesize before they disbanded the group. The Oriental students went to the teacher or to anyone else who would clarify a new concept for them. Their study support group didn’t quit until each member knew the lesson.

I thought this was a good example that could be applied not only in education, but in business or industry as well.

There is an old adage that says:

I can teach you anything that I know, and I will still know it.
I can share everything with you, and I will still have it.
I will lose nothing in the process, but surely gain something because you may share with me.

Harold H. LeCrone, Jr., Ph.D. Copyright 1989