Time for a Change #23: Getting Your Team into Flow

by William Reed on August 16, 2012

Individual and Team Flow

No one truly works alone. We all depend on other people to earn and provide a livelihood. But the quality of our work experience, the quantity of our productive output, and the sustainability of our engagement all depend on the degree to which we are able to maintain individual and team flow over time.

Individual flow is often described as an experience of relaxed concentration, the enjoyment of high performance, challenge, and mastery. Athletes call it being in the zone, musicians in the groove, business people call it full engagement.

Alas it is easy to be pulled out of individual flow by a mismatch of talent and task, leading to boredom or anxiety; and by a mismatch of team energy, whereby other people pull you out of flow. You are in flow if you have a real reason to go to work. You have a passion for what you do. You would do it anyway, and not just because you are getting paid. Considering how much time and life energy we spend on work and careers, finding your flow is urgent and important business.

To gain deeper insights into your individual and team flow take the Talent Dynamics Profile Test online and get immediate results in the form of a profile graph and detailed report. Visiting the website will also help you learn more about the 8 Talent Dynamics Profiles shown in the illustration, and how this approach is used in business.

Team members also depend on one another to get into and keep working in flow. This requires an appreciation of differences in styles and strengths, and the ability to communicate and collaborate with people who share your workspace. This cannot easily be achieved with just a pleasant smile and a cooperative attitude. Once you understand the profiles, strengths and weaknesses, and flow requirements of each individual in your team, it is easy to understand who and what is missing in your composite profile. This will also help define your identity and style as a team, as well as help you determine and attract the outer edge supporters and providers who can help balance and fortify your team.

A high performance team is a priceless asset. Think of what happens to a band when a key member leaves, or how highly interdependent are the members of a sports team. The team’s performance is highly dependent on the team and team members remaining in flow.

Shared Mission and Motivation

Sun Tzu’s classic strategy on winning without fighting applies equally well to what happens inside the team, as it does to the opposition. To be successful it is critical that the team have a shared mission, which is more than a mission statement. What holds it together is an emotional commitment, the genuine feeling that we are in this together.

Working together should be a pleasure, your team an extended family. The team that plays together stays together. Having fun at work makes it easier and more natural to socialize with your team outside of work, within the bounds of friendship, and not as a forced obligation. All for one and one for all is not a bad thing to aspire to if it is felt from the inside.

Shared motivation is the other half of the coin that keeps the team together. Motivation depends on a good match of talent and task, role and responsibility. Players in position, passing the ball to the right person at the right time, and celebrating your success. Talent Dynamics gives you a framework for determining both roles and strategy.

Life/Work Balance

One challenge of full engagement in your work is that it can absorb time, money, and resources that might otherwise be devoted to health, financial planning, family and friends, study, personal development, leisure, or even volunteer activities. Almost by default your work will occupy the lion’s share of your time. Hopefully it will also make the other areas of your life better, but the balance is likely to be asymmetrical.

Management guru Peter Drucker found that people who were only successful in business were often quite unsuccessful and unhappy in other areas of their life. Revisit Drucker’s thinking on this through a book by Bruce Rosenstein, who interviewed Drucker at the end of his life, which I reviewed in a separate article, Living in More than One World.

Value and Leverage

Looking at the Talent Dynamics square in the illustration, you can see it as composed of a vertical Value axis, and a horizontal Leverage axis. To a business, Value represents the things that its customers are willing to pay for, its products and services. Leverage represents the way in which value is made known and available, through its people and systems.

The questions to ask on the vertical axis are what is it worth and when? DYNAMO energy in the green triangle is where you find innovation and ideas in the form of products; whereas TEMPO energy in the yellow triangle is where you find timing and sensory experience in the form of services.

The questions to ask on the horizontal axis are who will deliver it and how? BLAZE energy in the red triangle is where you find people who can make the company’s value known and available; whereas  STEEL energy in the grey triangle is where you find the systems and distribution mechanisms which make the company’s products and services readily available.

Making Magic

The Great Multiplication is where you multiply Value X Leverage, which results in sales and profits for the company, as well as increased value delivered to the customers. Companies which do this well over time are able to grow and continue to deliver additional value to customers at higher levels. Amazon.com started out as an online bookstore, but now sells all kinds of products in many consumer categories. It also offers customers a chance to resell used books, and even has a credit card service. They deliver more things, faster and more cheaply, so they continue to grow. But behind the scenes, this is all made possible because many of the individuals and teams working at Amazon.com are themselves in flow. Companies which drive sales and performance by forcing their people out of flow are not able to sustain growth.

Who are gonna call to make magic? Call EMC Quest and we can show you how to make the most of your energy, mind, and creativity when it is time for a change in your business.

For a summary of this article and reminders of next steps to take, download a PDF file COLLABORATION MANDALA.

William ReedWilliam Reed specializes in applying practical wisdom from Japanese and Asian culture to solving the problems of modern business and living. He is the author of the Flexible Focus column on Active Garage, the syndicated column Creative Career Path and the book A Zoom Lens for Your life. William is also a Representative Director and Co-Founder of EMC QUEST Corporation, which provides Coaching for Communication and Change, World Class Speaking™, and Accelerated Action with GOALSCAPE™.
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  • Katy1493

    Thanks the author! Very informative article, I’ll definetely ask questions on the verticalhorizontal axis in the future!

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