Social Skill for High Performance Team

Why Social skills are one of the fundamental ingredients to select team members?

As social animals, we adapt our conversations and actions to conform our audiences. To varying degrees, we note our performance and modify it to establish the impressions we seek.

In today’s business every assignment we take up, the fundamental part is a collaboration with individuals as comprehensive as feasible.

How well am I getting along with others? It predominantly depends on our Self.

How is my Self has been developed?

We are all different! But in a group, we are all in the same family! We adjust to the rules and standards of the group, We have a shared goal, Shared Understanding, and Shared Purpose.

A substantial part of our Self again dependent on other individual and their Self. As we operate in a social system.

The structure of our social factors are

1. The characters we play ( Parent, Teacher, Friend, etc)
2. The social identities we construct ( Priest, Doctor, Nurse, Engineers, etc)
3. The correlations we establish with others ( Harvard MBA Grads vs Standford engineers ...etc)
4. How other Individuals judge us
5. The surrounding society & Ambient

Everything shapes our self and we influence other’s self. Occasionally we are independent and occasionally we are interdependent.

It is significant for us to choose our team members with all these factors.

Indicators that can give us an orientation about these social skills increase the chance of success.

Team members who are having polish social skills are advantage from others who do not have so mature social skills.

One of the crucial parameters is self-knowledge. Knowing Thyself! How much we know about ourselves? Can we control our behavior? Our emotions at the relevant time?

What is our Self Map? How well our belief system influence our self Map? An excellent team player designs their map respectively. They find out what needs to adjust to adapt to the prevailing context.

These are some questions we can ask ourselves and likewise can figure out from others. All of these factors matter when we work as a team.

We have to be aware of Self-serving bias. What is that?

A self-serving bias is the familiar habit of an individual taking credit for positive events or outcomes, but blaming outside factors for negative events.

e.g I have done a wonderful speech because I have natural to skill and also I have practiced hard. If I have performed inadequately, it is because the system or infrastructure was not good!

Self-serving bias also emerges when we compare ourselves with others. We have to figure out all such factors if team members are having such bias.

Unrealistic optimism, an incident that shows us to be insufficiently in touch with reality. However, establishing that we are in fact making an error when assessing the likelihood of subsequent outcomes is exceedingly difficult. Being too optimistic can contribute to impracticality and overconfidence.

Another area to consider into

Self-efficacy and self-esteem, sound similar but are distinct concepts.

If we believe we can do something, that’s self-efficacy.

If we admire ourselves overall, that’s self-esteem. Both are very much essential ingredients to look into when we select team members.

Self-esteem in some cultures correlates strictly with “what others judge of me and my group.”

For some cultures, self-esteem is more intimate and less relational.

Most individuals are exceptionally motivated to maintain their self-esteem.

Just give it a thought, What happens when our self-esteem is threatened? What do you do?

Cultures also shape the self. Many individuals in individualistic western cultures assume an independent self. Others, often in collectivistic cultures, accept a more interdependent self. This is how our self has unfolded in a community context. Balance Self-esteem in desired in a team context.

Moods also influence our interaction with other team members. Moods pervade our thinking.

When we are in an awful mood, we have more depressing thoughts. Happy people, by contrast, are more trusting, more loving, more responsive.

Good and bad moods trigger memories of incidents associated with those moods. Moods color our judgments of ongoing experiences. Good team members recognize how to modulate their moods so that they can generate the finest atmosphere for synergy.

Another area that influences team members is Social anxiety and Shyness. Social anxiety is an unreasonable fear of being negatively assessed by other individuals.

Individuals are more likely to feel shy when they’re not certain how to respond, don’t know how others will behave, or when attention is on them.

This created an issue at team performance because the individual who is shy will avert situations that most individuals consider “normal.” Some amount of social discomfort is reasonable. We desire to identify team members who maintain the balance.

When you look for a High-performance team, look for all these aspects in team members. Highlight those factors and coach the members to improve on these factors( These are few, there are many such). When all these skills are in balance team members will create a positive team environment and achieve many things together.