From Me to We

By Rose O. Sherman, EdD, RN, NEA-BC, FAAN

How do we build stronger teamwork?  It is a question that managers ask more frequently today. There are many environmental challenges that are impacting the quality of teamwork. Some of these include the following:

1. Higher turnover on core teams in acute care environments, particularly among younger staff members.
2. Less of a sense of community on teams makes it easier to value one’s needs over those of other team members.
3. Lack of role clarity on teams, including understanding each team member’s contribution.
4. Loss of trust in the leaders of teams.
5. Inability to socially navigate conflict on teams.
6. Impact of social media pushing a self-first mindset.
7. Fewer expert nurses on teams to role model teamwork.
8. Generation Z is notably more individualistic than previous generational cohorts.

This last challenge of a generational cohort being more individualistic is something many leaders have personally observed but are unsure how to navigate it. In her book, A Leader’s Guide to Unlocking Generation Z, Hannah Williams herself a Gen Z, discusses the DIY mindset and how it evolved in her generation. She explains that many Gen Z employees feel that other generations have only made the world worse working together. These feelings are driven by the turbulent world they are growing up in where many problems seem almost unsolvable. As an outcome of this, Gen Z believe they need to empower themselves. Williams predicts that this DIY mindset will create the greatest rub between Millennial leaders who believe in teamwork and Gen Z’rs who see less value in it.

The ideal workplace for Gen Z is where they are handed a task, walk away on their own and get the job done – much like entrepreneurs running their own businesses. To some extent, you have to see the value in teamwork to believe it and that is the piece that Williams said is missing. Countless meetings and a lack of closing the loop on problems within organizations contribute to a feeling that group work is a waste of their time.

Williams recommends that leaders need to more intentionally show Gen Z the value in working together and how group work can inspire creativity and innovation. Leaders need to individually work with team members who don’t contribute because lack of accountability on teams is something Generation Z quickly notices and calls out. She advises that this independent mindset will not fade and that leaders need to lean into independent working styles and not assume it is all bad. When possible, give them individual assignments where they can shine and recognize them for their work as individuals. She warns that Gen Z can quickly go rogue if they don’t see purposes or outcomes to meetings.

Williams message is that the transition from “me” to “we” for most (but not all Gen Z especially if they have been on sports or work teams while young) will not happen overnight. Teamwork is now something that leaders cannot assume will occur naturally but rather need to nurture.

Read to Lead

Williams, Hannah Grady. (2021). A Leader’s Guide to Unlocking Generation Z: Insider Strategies to Empower Your Team. Black Balsam Press.

© emergingrnleader.com 2024

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