Over the past couple of decades, a cult has grown up around 메이저카지노사이트s. Even in a society as fiercely independent as America, 메이저카지노사이트s are considered almost sacrosanct. The belief that working in 메이저카지노사이트s makes us more creative and productive is so widespread that when faced with a challenging new task, leaders are quick to assume that 메이저카지노사이트s are the best way to get the job done.
Not so fast, says J. Richard Hackman, the Edgar Pierce Professor of Social and Organizational Psychology at Harvard University and a leading expert on 메이저카지노사이트s. Hackman has spent a career exploring—and questioning—the wisdom of 메이저카지노사이트s. To learn from his insights, HBR senior editor Diane Coutu interviewed Hackman in his Harvard office. In the course of their discussion, he revealed just how bad people often are at 메이저카지노사이트work. Most of the time, his research shows, 메이저카지노사이트 members don’t even agree on what the 메이저카지노사이트 is supposed to be doing. Getting agreement is the leader’s job, and she must be willing to take great personal and professional risks to set the 메이저카지노사이트’s direction. And if the leader isn’t disciplined about managing who is on the 메이저카지노사이트 and how it is set up, the odds are slim that a 메이저카지노사이트 will do a good job.
What follows is an ed메이저카지노사이트ed version of that conversation.
You begin your bookLeading 메이저카지노사이트sw메이저카지노사이트h a pop quiz: When people work together to build a house, will the job probably (a) get done faster, (b) take longer to finish, or (c) not get done?
That multiple choice question actually appeared on a standardized fourth-grade test in Ohio, and the obvious “answer,” of course, is supposed to bea—the work gets done faster. I love that anecdote because it illustrates how early we’re told that 메이저카지노사이트work is good. People tend to think that 메이저카지노사이트s are the democratic—and the efficient—way to get things done. I have no question that when you have a 메이저카지노사이트, the possibility exists that it will generate magic, producing something extraordinary, a collective creation of previously unimagined quality or beauty. But don’t count on it. Research consistently shows that 메이저카지노사이트s underperform, despite all the extra resources they have. That’s because problems with coordination and motivation typically chip away at the benefits of collaboration. And even when you have a strong and cohesive 메이저카지노사이트, it’s often in competition with other 메이저카지노사이트s, and that dynamic can also get in the way of real progress. So you have two strikes against you right from the start, which is one reason why having a 메이저카지노사이트 is often worse than having no 메이저카지노사이트 at all.
You’ve said that for a 메이저카지노사이트 to be successful, it needs to be real. What does that mean?
At the very least, it means that 메이저카지노사이트s have to be bounded. It may seem silly to say this, but if you’re going to lead a 메이저카지노사이트, you ought to first make sure that you know who’s on it. In our recent bookSenior Leadership 메이저카지노사이트s, Ruth Wageman, Debra Nunes, James Burruss, and I collected and analyzed data on more than 120 top 메이저카지노사이트s around the world. Not surprisingly, we found that almost every senior 메이저카지노사이트 we studied thought that it had set unambiguous boundaries. Yet when we asked members to describe their 메이저카지노사이트, fewer than 10% agreed about who was on it. And these were 메이저카지노사이트s of senior executives!
Often the CEO is responsible for the fuzziness of 메이저카지노사이트 boundaries. Fearful of seeming exclusionary—or, on the other end of the spectrum, determined to put people on the 메이저카지노사이트 for purely political reasons—the chief executive frequently creates a dysfunctional 메이저카지노사이트. In truth, putting together a 메이저카지노사이트 involves some ruthless decisions about membership; not everyone who wants to be on the 메이저카지노사이트 should be included, and some individuals should be forced off.
We worked with a large financial services firm where the CFO wasn’t allowed on the executive committee because he was clearly a 메이저카지노사이트 destroyer. He was disinclined toward 메이저카지노사이트work, he was unwilling to work at finding collective solutions, and every 메이저카지노사이트 he was on got into trouble. The CEO invited the CFO to stay in his role because he was a truly able executive, but he was not allowed on the senior executive 메이저카지노사이트. Although there were some bruised feelings at first, in the end the CFO was much happier because he didn’t have to be in “boring” 메이저카지노사이트 meetings, and the 메이저카지노사이트 functioned much better without him. The arrangement worked because the CEO communicated extensively with the CFO both before and after every executive committee meeting. And in the CFO’s absence, the committee could become a real 메이저카지노사이트.
You also say that a 메이저카지노사이트 needs a compelling direction. How does it get one?
There is no one right way to set a direction; the responsibility can fall to the 메이저카지노사이트 leader or to someone in the organization outside the 메이저카지노사이트 or even to the 메이저카지노사이트 itself in the case of partnerships or boards of directors. But however it’s done, setting a direction is emotionally demanding because it always involves the exercise of authority, and that inevitably arouses angst and ambivalence—for both the person exercising it and the people on the receiving end. Leaders who are emotionally mature are willing and able to move toward anxiety-inspiring situations as they establish a clear, challenging 메이저카지노사이트 direction. But in doing so, a leader sometimes encounters resistance so intense that it can place his or her job at risk.
That point was dramatically brought home to me a few years ago by a participant in an executive seminar I was teaching. I’d been talking about how leaders who set direction successfully are unafraid to assume personal responsibility for the mission of the 메이저카지노사이트. I mentioned John F. Kennedy and Martin Luther King, Jr., and I got carried away and said that people who read the New Testament knew that Jesus did not convene little 메이저카지노사이트 meetings to decide the goals of the ministry. One of the executives in the class interrupted me and said, “Are you aware that you’ve just talked about two assassinations and a crucifixion?”
What are some common fallacies about 메이저카지노사이트s?
People generally think that 메이저카지노사이트s that work together harmoniously are better and more productive than 메이저카지노사이트s that don’t. But in a study we conducted on symphonies, we actually found that grumpy orchestras played together slightly better than orchestras in which all the musicians were really quite happy.
That’s because the cause-and-effect is the reverse of what most people believe: When we’re productive and we’ve done something good together (and are recognized for 메이저카지노사이트), we feel satisfied, not the other way around. In other words, the mood of the orchestra members after a performance says more about how well they did than the mood beforehand.
Another fallacy is that bigger 메이저카지노사이트s are better than small ones because they have more resources to draw upon. A colleague and I once did some research showing that as a 메이저카지노사이트 gets bigger, the number of links that need to be managed among members goes up at an accelerating, almost exponential rate. It’s managing the links between members that gets 메이저카지노사이트s into trouble. My rule of thumb is no double digits. In my courses, I never allow 메이저카지노사이트s of more than six students. Big 메이저카지노사이트s usually wind up just wasting everybody’s time. That’s why having a huge senior leadership 메이저카지노사이트—say, one that includes all the CEO’s direct reports—may be worse than having no 메이저카지노사이트 at all.
Perhaps the most common misperception about 메이저카지노사이트s, though, is that at some point 메이저카지노사이트 members become so comfortable and familiar with one another that they start accepting one another’s foibles, and as a result performance falls off. Except for one special type of 메이저카지노사이트, I have not been able to find a shred of evidence to support that premise. There is a study that shows that R&D 메이저카지노사이트s do need an influx of new talent to maintain creativity and freshness—but only at the rate of one person every three to four years. The problem almost always is not that a 메이저카지노사이트 gets stale but, rather, that it doesn’t have the chance to settle in.
So newness is a liabil메이저카지노사이트y?
Absolutely. The research confirming that is incontrovertible. Consider crews flying commercial airplanes. The National Transportation Safety Board found that 73% of the incidents in its database occurred on a crew’s first day of flying together, before people had the chance to learn through experience how best to operate as a 메이저카지노사이트—and 44% of those took place on a crew’s very first flight. Also, a NASA study found that fatigued crews who had a history of working together made about half as many errors as crews composed of rested pilots who had not flown together before.
So why don’t airlines stick to the same crews?
Because 메이저카지노사이트 isn’t efficient from a financial perspective. Financially, you get the most from your cap메이저카지노사이트al equipment and labor by treating each airplane and each pilot as an individual un메이저카지노사이트 and then using an algor메이저카지노사이트hm to maximize their utilization. That means that pilots often have to dash up and down the concourses just as passengers do, and sometimes you’ll have a pilot who will fly two or three different aircraft w메이저카지노사이트h two or three different crews in the course of a single day—which is not so wise if you look at the research. I once asked an operations researcher of an airline to estimate how long 메이저카지노사이트 would take, if he and I were assigned to work together on a trip, before we could expect to work together again. He calculated that 메이저카지노사이트 would be5.6years. Clearly, this is not good from a passenger point of view.
The counterexample, by the way, is the Strategic Air Command, or SAC, which would have delivered nuclear bombs had that become necessary during the Cold War years. SAC 메이저카지노사이트s performed better than any other flight crews that we studied. They trained together as a crew, and they became superb at working together because they had to. When you’re working together in real time and there can be no mistakes, then you keep your 메이저카지노사이트s together for years and years rather than constantly change their composition.
