Traduções ...

 

"This example is drawn from Stephen Covey’s The 8th Habit: When workers in an organization were polled, “only 37% said they have a clear understanding of what their organization is trying to achieve and why… Only 1 in 5 was enthusiastic about their team’s and organization’s goals. Only 1 in 5 workers said they have a clear ‘line of sight’ between their tasks and their team’s and organization’s goals… Only 15% felt that their organization fully enables them to execute key goals… Only 20% fully trusted the organization they work for.”

It’s hard, right? We don’t know what the organization does, and it may in fact be many different things that would be hard to miniaturize all together. But with a good analogy, Stephen Covey was able to build a model that worked.

"Imagine if you were coaching 11 people on a soccer team, and only 4 of your players knew which goal they were aiming for. Only 2 of your players cared about which goal was theirs. Only 2 players knew their position and how it related to the team overall. Only 2 players really trusted the coaches and team owners. Only 2 players thought that they were given enough support to play their position as well as they knew they could. Most of your players would be aimlessly kicking a ball around the field.”

The office did not produce soccer. But all the results apply to team dynamics we could easily observe in a soccer team. You don’t have to be a deep fan or supporter to have feelings and reactions when you imagine this dysfunctional team. People running in the wrong direction, kicking willy-nilly, ignoring their coaches, lacking the training or support to play their positions—it’s a mess and an embarrassment. And we could expect the organization to have some analogous losses to its ability to function. The soccer analogy just makes it instantly visible, while the problems of a dysfunctional workplace are more slippery and insidious."

Trecho retirado de "Making Numbers Count" de Chip Heath e Karla Starr