
Huskies along the trail during start day, March 1998, Iditarod Trail Sled Dog Race. At distances over ten miles, the racing sled dog is the fastest animal in the world. There is a widely-held, but false, belief that sled dog teams are hierarchical, and that the lead sled dog is dominant. In racing, the need for high performance creates a need for absolute teamwork, which is incompatible with hierarchy. Position along the gang line is determined not by hierarchy but by the talents required for that position, and by matching partners. This might explain why a common problem plaguing dog drivers is of the too-many-volunteers type. In a book co-authored with Lorna Coppinger, Dogs: A Startling New Understanding of Canine Origin, Behavior and Evolution (Order from Amazon.com), Raymond Coppinger tells a story about his dog Rena that illustrates this point. One race weekend, Rena had sore feet and he had to leave her at home. She howled continuously for days, and when he returned she was so hoarse that her barks were nothing but squeaks. Rena would not be denied. Note: Although some consider the Iditarod to be cruel and abusive of the dogs, sled dog racing generally is less controversial. Photo by Jeff Schultz, courtesy the U.S. Library of Congress.
Leaders of all kinds ask for volunteers for specific, short-duration tasks. Volunteers tend to be more intrinsically motivated — they want to do well because they sought the assignment. Yet, asking for volunteers isn't always as easy as we'd hope. Here's Part I of a collection of tactics to help you through the sticky situations that sometimes arise when asking for volunteers.
- When nobody volunteers
- Very little is more demoralizing to a team leader than that awkward silence that follows a request for volunteers. People tend to assume that nobody wants the job, and filling the position in question — or other positions, too — can become more difficult.
- Perhaps the job is repugnant or stigmatized. If so, sweeten the package somehow in advance.
- But silence doesn't necessarily mean nobody wants the job. People can decline for fear of rejection, or overload, or because they anticipate more appealing opportunities.
- If you expect awkward silence, consider whether you're asking too much, or whether your past behavior might be at issue. Perhaps people see working with you as risky, or not worth the trouble.
- If your requests are reasonable, if you've treated volunteers well, and you still have trouble, then seek volunteers in other ways. Try personal contact by email, telephone, or in face-to-face.
- When too many volunteer
- When too many people volunteer, you must choose some and reject others. In a healthy team, this isn't a big deal. People know that your selection of others doesn't necessarily reflect on those not selected, and they know that other opportunities will follow.
- But if some team members might experience painful rejection, your choice to accept other offers can be problematic. This can happen to team leaders who've acquired a reputation for setting team members against one another, or who've used plum assignments as a means of creating competition. Or it can happen when leaders systematically reject the offers of some team members without explanation, or when team leaders have played favorites.
- Accepting all applicants isn't a solution, because it fails to address the basic problem: too many for the task at hand. If you expect that too many will volunteer, make your request in a way that limits this risk. Make your request offline, and apply an objective criterion such as "first to reply." Or contact individuals by telephone or in person.
The leaders' Accepting all applicants
isn't a solution, because
it fails to address the
basic problem: too many
for the task at handown motivations are also important. Some examples: we might ask for volunteers because we seek the validation that volunteers provide; or we might fear being rejected if we simply ask someone to take on added responsibility. Dealing with these issues by shifting the burden to the team isn't likely to work — people can sense the true motive. Seek volunteers because you really want volunteers.
Next time, we'll turn to questions about getting the right people and the right leadership. Next in this series Top
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Related articles
More articles on Personal, Team, and Organizational Effectiveness:
High Falutin' Goofy Talk
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with pretentious, overused images and puff phrases of unknown meaning. Here are some phrases that are
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Poverty of Choice by Choice
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can be simpler (if less rich) when we have no choices to make. Why do we accept the same tired solutions,
and how can we tell when we're doing it?
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A Review of Performance Reviews: The Checkoff
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See also Personal, Team, and Organizational Effectiveness for more related articles.
Forthcoming issues of Point Lookout
Coming October 4: Self-Importance and Conversational Narcissism at Work: I
- Conversational narcissism is a set of behaviors that participants use to focus the exchange on their own self-interest rather than the shared objective. This post emphasizes the role of these behaviors in advancing a narcissist's sense of self-importance. Available here and by RSS on October 4.
And on October 11: Self-Importance and Conversational Narcissism at Work: II
- Self-importance is one of four major themes of conversational narcissism. Knowing how to recognize the patterns of conversational narcissism is a fundamental skill needed for controlling it. Here are eight examples that emphasize self-importance. Available here and by RSS on October 11.
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