Interdependence is a key aspect of my team culture, values-based model – TIGERS (Trust, Interdependence, Genuineness, Empathy, Risk and Success). Without a true understanding the nature of interdependence and an honest effort to nurture it within a team or institution, other values erode. Success of the mission, whether it is a certain project’s goal or improving a company’s overall bottom line, becomes a bit more elusive.
The simple definition of interdependence, of course, is that a team, to be successful, will need every team member to perform up to snuff. So some leaders, in thinking they are promoting interdependence, will give the rah-rah talk that if each employee does his or her part, the entire team wins and everybody wins.
Interdependence is a collaborative value that develops when a business builds a sense of community in the workforce and with this the spirit of team support. The result is synergy, which enhances and strengthens team success. That success not only includes the number of goals accomplished and productivity achieved but also happiness on the part of employees. The characteristics of a team with high interdependence include high levels of team member information sharing and service to one another’s success.
When this collaborative culture is functioning correctly, interdependence makes a strong appearance. Improvements in team interdependence will increase improvements in trust, genuineness, empathy, risk and success. And companies that screen appropriately during employment interviews to identify behaviors that build effective interdependence tend to hire people with an innate capacity to foster team spirit. The benefit, of course, is lower employee turnover and much higher team cohesiveness.
Hiring people who are competent, have the right work ethic and sense of urgency to perform the role they are assigned in the team is important. Nothing hurts interdependence more than a having a team player who are not as committed as the other team players or not good enough that he or she slows down the team.
Completely agree. Team Interdependence is highly correlated to the other 5 TIGERS Team Culture values. Those are trust, genuineness, empathy, risk and success. So lack of commitment stresses the team in trust, empathy and success. How you forge team ground rules and uphold them is key. For some uncommitted people it ultimately means ejection from the team and ultimately the organization.
I need my star players however, how do I make them more interdependent? Some of them want to do most of the work on their own, and do not show appreciation to the other team members.
Much depends on how they are compensated and rewarded. Can you tell me more?
Tim, it ultimately depends on what you want for your organization and what is non-negotiable to you. If you are moving your organization to a more cooperative work culture then it will be based on all the systems you tweek to support that. When you start telling the stories of people in your organization who have cooperated others will want to win that recognition, too. The jaded ones? Let them go and move on with the correct highering processes, orientation and culture refinement.
Awesome explanation of interdependence in the workplace