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E’ PROPRIO VERO CHE LA COMPETITIVITA’ TRA COLLEGHI AIUTA?

Prendiamo i giocatori di una squadra di calcio. Supponiamo che siano animati da un grande spirito di competitività gli uni verso gli altri pur di garantirsi un posto in prima squadra. La conseguenza più probabile è che non collaborino tra di loro, si allenino separatamente dai compagni, non si passino la palla o la passino in modo da rendere la vita difficile ai colleghi. ecc. Dispettucci per primeggiare.
Ancora, prendiamo un’azienda di 100 persone e oltre. (L’esempio varrebbe anche se fossero cinque). Se sono animate da competitività finiscono per osteggiarsi l’una con l’altra, per far la spia al capo, per formare gruppuscoli interni, per rinfacciarsi eventuali inefficienze. Se poi ci riferiamo alle remunerazioni, succede  il finimondo. L’azienda diventa il luogo delle ingiustizie e dei pettegolezzi.
Le conseguenze si traducono in minore efficienza, in cattivi servizi alla clientela, con relativo peggioramento dell’immagine aziendale e quel che  segue. Il problema è tanto sentito quanto irrisolto.
Come procedere? Occorre rivedere il concetto di competitività. Partiamo dall’assunto che ogni azienda si sviluppa e prospera nella misura in cui tutti lavorano cercando di convergere verso un unico obiettivo: la crescita in valore dell’azienda. Se così é la competitività non si scatenerà nei confronti dei colleghi, per proprio edonismo personale. Si scatenerà nei confronti del mondo esterno, clienti potenziali ed effettivi e stakeholder. Questo è l'obiettivo autentico di fondo delle aziende.
Per raggiungere questo obiettivo non resta che:
primo, condividere gli obiettivi aziendali. Non vuol dire ubbidire e basta. Significa fare in modo che siano fatti propri e diventino impegno comune per la parte di competenza di ciascuno;
secondo, monitorare i colleghi affinché si diano da fare nella stessa direzione per raggiungere gli obiettivi comuni;
terzo, offrire il proprio contributo a chi ne ha bisogno. I maggiori risultati si ottengono se si formano leadership di gruppo più che leadership individuali;
quarto, trasformare la competitività in progettualità da parte di ciascun collaboratore;
quinto, comunicare non solo gli obiettivi aziendali, ma anche lo stile, le strategie di gestione dei rapporti con gli interlocutori-target esterni. E fare in modo che ciò che è stato comunicato non sia smentito da alcuno.
Se così si procedesse, ne gauadagnerebbero tutti, nessuno escluso.

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