Coherence of your team-members

When you get into a team, the key thing to note is how any team becomes a reflection of its leader! This could be a small project team or a larger organizational department or even an organization that reflects the principles of its CEO and Board.
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What is key here is that every team has its own dynamics. For e.g. if it is a small project team or a transient team which has been put together towards accomplishing some specific goal- i.e. A short-term project team, then in that case- coherence of its members is very key. Where there is not coherence with the members and the Project Leader, you will often find that there are un-happy people or that they refuse to accept the project manager as their leader and so on…

Coherence is not about about individuals having a good or bad personality. Different people have different styles. It is true that at a professional level, we are expected to deal and work well with all kinds of people, but the reality is that- it is not always true.

​Workplace conflicts are even more apparent than between friends and unlike in a personal scenario where people at times back down to save the relationship, in professional situations, people back down only because they need to (maybe in a lower organizational position). This in turn leads to resentment and sooner or later and in outright or less-obvious way, it is going to get expressed- which may not be for the betterment of an organization.
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All organizations should, but particularly if you are a smaller company, then make it a point to hire people based on coherence of your organizational culture. People can be taught techniques and methodologies, but you cannot change a person’s intrinsic personality (nor should you, since they are entitled to be who they choose to be).

​But hiring based on coherence will allow you to develop and grow your teams, their capabilities in a manner which is not only beneficial to that specific individual, but also for your organization as a whole. You will find that your people feel better engaged and this in turn will help to build organizational-loyalty, which is starting to be a dying trait!

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