Today, we’re continuing our discussion from Pat Lencioni’s ‘The 3 Attributes of an Ideal Team Player,’ focusing today on the attribute of ‘Hungry.’
Hungry is an intriguing trait… Beyond the obvious, why do you work? It’s a question we pose to every candidate during our interviews.
So, what exactly is hunger in the context of work?
Hunger represents the drive to exceed the basic expectations of a job or project. While it might seem straightforward, this kind of motivation is often the most challenging to instill. That’s why identifying individuals who are naturally hungry or helping employees uncover their inner drive is one of the most significant challenges for any leader or manager.
The Three Types of Hunger:
- Natural Drive: Some individuals are inherently inclined to work hard. It’s ingrained in their personality or upbringing, prompting them to consistently go the extra mile without external motivation. However, this should not dismiss the importance of keeping them inspired!
- Purpose-Driven Motivation: Others may not have a natural drive, but they develop motivation through their connection to the organisation’s purpose or departmental mission. For these individuals, it’s crucial for managers to nurture their passion and regularly reinforce the organisation’s goals.
- Team Spirit Motivation: Not everyone is naturally diligent or passionate about the company’s mission, but they are motivated by their dedication to their team. They strive not to let their colleagues down. Managers can encourage these team-focused individuals by fostering a culture of appreciation and collaboration.
What Does Hunger Look Like in Action?
- Taking Initiative: Employees who propose new projects or suggest improvements without prompting demonstrate hunger.
- Going the Extra Mile: Someone who stays late to complete a project or assists a colleague in meeting a deadline, even when it’s not required, exhibits strong drive.
- Continuous Learning: Employees who pursue additional training, attend workshops, or seek further education to enhance their skills show hunger for growth.
- Proactive Problem-Solving: Those who anticipate issues and address them before they escalate demonstrate initiative and problem-solving skills.
- Maintaining High Standards: Consistently delivering high-quality work and striving for excellence in routine tasks reflects a strong work ethic.
If an employee lacks inherent drive, passion for your mission, or motivation to support their colleagues, it suggests they may not thrive as an ideal team player. In such cases, we believe in supporting their transition to a role where their strengths are better aligned. The end goal is to cultivate an environment where everyone’s unique motivations contribute to the team’s collective success.