Earthquake In The Top Of Performances

Discover the resources that make your team work synergistically, increasing the quality level of your performances.

"EARHQUAQE at United after the DISASTER with the City ! Scottish football coach, Sir Alex Ferguson, dismisses two SUPER FOOTBALL PLAYERS from the team ! "

Thus sounds a headline on the front page of the sports newspapers from the end of October. The English press wrote that the manager of Manchester United decided to dismiss Ferdinand and Evra in the following matches, two of the most important players from the recent history of the club from the Old Traffrod.

Sir Alex Ferguson was dissatisfied with the evolution of the two ones, and intended to replace them since the next stage, their place following to be taken by the Brazilian Fabio, which will enter the left, and by Smalling that will pass in the center. [1]

Does your image allow the manifestation of an action conceived in accordance with the obsession of a boundless success, thereby wishing the manifestation of a special attention towards what makes you feel a state of inner harmony?

Into the agreement between the players, coach and the team manager is beating the team's heart. The heart of the team is like a battery that is charged and remains at full capacity as long as there is a solar energy source.

Leadership enters on the scene when people are working together, when they complement each other, when they help each other with advices, with encouragement, with ideas, when they trust each other and behave naturally - without fear, without emotion or complexes, without malice. It is therefore important to deal with the way we can generate confidence among our colleagues and gaining their credibility.

The center of the vital unity of a team consists from the very fine (and balanced) mixture of confidence, respect, support and professionalism. Once this mixture it is strengthened completely, the team may propose better performances, and could achieve more easily its objectives.

Can you maintain your leadership position by creating a two-way interaction that first spreads to the environment of gratitude in your immediate vicinity, then to an environment of a sense of superiority?

Into a company, as well as in a football team, everyone has their well-established purpose. Every person must carry out their duties accrued to them on time, with great diligence, responsibility and rigor. And that does not mean at all to run unnecessary all day from one office to another, trying to attract sympathies and to make you be liked by everyone.

If the tasks that you have received are not always finalized in due time, or are not of quality, you will not ever succeed in gaining the trust of colleagues and superiors. On the contrary, you will be seen as an amateur, or worse, as an incompetent, and not as a professional as expected.

Exactly like in football, in vain you run a lot and quickly from one side to another of the field, vainly asking passes and crosses. If you always run next the ball, and you do not bring in any way your contribution, then you are not useful for the team that you belong. Ultimately, the team will seek a replacement, and you will be excluded from it, without regret, without shame and without many explanations.

This is the reality, we cannot deny this. Nobody wants to have a weak "player" in their team, because he may endanger the fate of any game. Due to a mistake, the whole team had to suffer. It is true, and there is no doubt about this, any united team is responsible for each measure, and it is normal that if it loses, not to blame only one player, but the whole team.

How do you prove that your decisions are the most correct, if you do not give yourself the right to make mistakes, especially in a context such as: “I Am What I Am in one of the worst moments of the show”?

However, when, again and again, the team has to suffer because of the same player, things change radically. All the nerves are flowing on him –which the most often makes mistakes, which seems not to be the right man at the right place. The principles of collegiality, of devotion, of honor, of mutual respect, and confidence- that guide the whole team, it is "suspended" for the person to which all are pointing fingers.

Any football team, like any company, wants to occupy a leading position in the rankings. Colleagues and superiors are often tolerant with you - help you, give you moral and financial support and the advancement opportunity, treat you with respect and confidence, encourages you - in the hope that you will make a contribution to the results (positive) of the team/company.

Even so, if you do not prove them that you are the right person for the job you were employed, if you do not prove that you are serious and that you represent a value worth keeping, that you are really a great person, then every time you can expect to receive bad news, to be told, kindly, that from now on you are free to look for another team, one more suitable to you.

Discover the resources that make your team work synergistically, increasing the quality level of your performances.

Leadership is the image you form of yourself, in a “push past the limits that you think you have” context, in the event of an impact with that reputational stimulation you need to overcome any negative emotions.

Earthquake In The Top Of Performances highlights the weakness of the entire team, when it breaks the relationship between the players, coach and the manager. It is the moment when the whole team performance diminishes unexpectedly, endangering its future.

The "earthquake in the top of performances" appears by following an internal or external evaluation of the staff. When this earthquake happens? When failures arise, when the results of the team are unsatisfactory, and it is made a reevaluation of the staff, by establishing which its weaknesses are. It is understood that a manager/leader must make a fair assessment and in comparison with some standard criteria, but at the same time, evaluation is an encouragement tool in order to increase the motivation.

When it is found that the effect it is adverse, and it is not accompanied by increased performance, it is useful to make a revaluation of the company with the referential, and not on slight progresses of each employee. When they are not well-understood the "exchanges of qualifications" from very good to poorly, or just satisfactory, the event is perceived as an earthquake appeared out of nowhere, without thinking that someone generated this earthquake: carelessness, indifference, arrogance, complacency, etc.

[1] https://www.sport.ro/anglia/cutremur-la-united-dupa-dezastrul-cu-city-ferguson-da-afara-din-echipa-doi-superjucatori-pustii-le-iau.html