Cross-functional teams can often have misaligned individual incentives. These individual incentives can kill the ability for the group to achieve collective success. In this video we discuss how to gain leadership support for the collective effort, and how to ensure incentives are aligned to achieve collaborative success.
- Incentives drive our behavior, but we don't always take…the time to consider exactly what those incentives are…and how they compare with others on our team.…This applies specifically to cross-functional teams.…For example, sales is incentivized to hit a specific number.…Engineering is incentivized to build a specific product.…But that product build may not align well…with sales hitting their number this quarter.…It's likely we are all driven…by making the organization more successful,…but we're also incentivized more locally…by our specific group's goals.…
We have to address this potential misalignment…that's so common to cross-functional teams.…I suggest that you engage leadership support.…Specifically, I would suggest that you do so in three areas.…The first and most important is in aligning at the beginning…of your project with leadership on the collective goal.…By leadership, I mean the collective set of managers…of the team collaborating together.…Make sure that the managers…of all those on your team are aligned.…
- Define “compassionate collaboration” and explain how it helps a team work more efficiently.
- Identify the potential problems with narratives.
- Recognize the core skill that a great project facilitator possesses.
- Determine the best way to address possible barriers or roadblocks to attaining the collective goal.
- Recall how often checklist compliances should be verified.