This document discusses key principles for effective teamwork from the book Gung Ho! by Ken Blanchard and Sheldon Bowles. It emphasizes doing meaningful work, having shared goals, respecting individuals, and celebrating each other's accomplishments. Specifically, it discusses ensuring work contributes value, setting goals collaboratively, giving team autonomy within clear roles, and providing timely and sincere praise.

1. Work together
Work in Harmony
Taken from the book Gung Ho ! written by Ken Blanchard & Sheldon Bowles

2. Doing worthwhile work In control of achieving the goal Cheering each other on
“Squirrel work with purpose and therefore
dedication “
“Beavers do their work their own way. They
work freely and get the job done at the
same time “
“Geese cheer on fellow geese during flight “

3. Doing worthwhile work
Everyone works towards a shared
goal
Values guide all plans, decisions
and actions
1
Knowing we make the world a
better place
2
3
“Squirrel work with purpose and therefore dedication “
o It’s the understanding that what we do makes the world a better place.
o It’s how the work helps others, not the amount of work done or targets met.
o Result ? Self-esteem. It makes individuals feel good about themselves and the work they do.
o Goal sharing means buy-in, not announcing. Trust and putting team members first lead to support for goals.
o The manager sets critical goals. The team can set the rest.
o Goals are markers posts you drive into the future landscape between where you are and where you want to be.
They focus attention productively.
o Goals are for the future  Values are now. Goals are set  Values are lived. Goals change  Values are rocks you
can count on.
o Goals get people going  Values sustain the effort.
o Values become real only when you demonstrate them in the way you act and the way you insist others behave.

4. In control of achieving the goal
Thoughts, feelings, needs and
dreams are respected, listened to,
and acted upon
Able but challenged
1
A playing field with clearly marked
territory
2
3
“Beavers do their work their own way. They work freely
and get the job done at the same time “
o Goals and values define the playing field and rules of the game.
o Leaders decide what position team members play but then have to get off the field and let the players move the
ball.
o Freedom to take charge comes from knowing exactly what territory is yours.
o You can’t be in control unless the rest of the organization supports you and doesn’t rip you, or your work, apart
o Golden Rule of Management : Value individuals as persons.
o Information is the gatekeeper to power. Everybody needs full open access to information. Managers must be
willing to give up the levers of control they’ve worked a lifetime to get hold of.
o Make individuals targets challenging but achievable. Expectations should be within capacity and skills.
o Nothing drains self-esteem faster than knowing you’re ripping off the system, not contributing. If people can’t do
a fair day’s work for a fair day’s pay, you demean them
o Gung Ho requires a stretch of work that demands people’s best and allows them to learn and move ahead into
uncharted territory.

5. Cheering each other on
No score, no game and cheer the
progress
E = mc²
Enthusiasm equals mission times
cash and congratulations
1
Active or passive, congratulations
must be TRUE
2
3
“Geese cheer on fellow geese during flight “
o Congrats are affirmations that who people are and what they do matter, and that they are making a valuable
contribution toward achieving the share mission
o Telling people what a great job they’ve done or presenting an award is an active congrats. Passive congrats are
such things as stepping aside and letting a team member go forward with a tricky, complicated, and important
projects, without exercising some sort of control or even offering advice.
o You can’t overdo TRUE congratulations : Timely, Responsive, Unconditional, Enthusiastic
o At football games fans don’t sit mute as the ball is moved down the field, waiting for the touchdown before
cheering. Measurement (score) shared with everyone generates excitement.
o Congrats should be Spontaneous vs Programmed, Individual vs Blanket, Specific vs General, Unique vs Traditional.
o Stop focusing on problems and the guilty party (police behavior) and start looking for those responsible for things
gone right (coach behavior)
o Worthwhile work and being in control of achieving the goal–that’s a mission.
o Cheering each other on brings enthusiasm to work.
o Cash comes first – you need to feed material needs, (food, clothing, etc.) before you can feed the spirit with
congratulations.