Seven Traits of the Effective Team Player
One of the key things you can do to ensure you’ll start being looked at for a promotion or a pay increase is to showcase traits of an effective team player.
In the current day work environment, you need to be able to work with a broad range of people under sometimes demanding circumstances.
All you have to do is look at enough job adverts to see that the vast majority all say something about team player traits being a requirement - It’s a critical thing for any business to succeed.
Strong teamwork brings together different points of view as well as alternate skillsets, allowing creativity and fresh ideas to surface, which is integral for businesses to stay on the front foot ahead of competitors.
But how do you do it? Listed below are Seven Traits of the Effective Team Player.
Able to Meet Deadlines
The team player rarely lets his peers or coworkers down with late submitted work. They are always someone who produces high-quality work in a timely fashion. Being reliable is especially crucial for a team setting or when completing project associated tasks. If you miss a deadline, it can generally affect your whole team.
Open to New Ideas or Methods
The team player is always open to other people ideas or perspectives, even if they seem farfetched at first. The team player has robust listening capability and is always willing to take on constructive feedback or criticism from management or co-workers. It’s common for the team player to regularly seek out criticism or ask for information on how they can be more effective in their day to day tasks.
Understand Other Peoples Work Styles
The team player is receptive to the fact that there may be other people at work who do things differently to achieve the same goals. The team player usually is willing to alter communication style to avoid potential issues, facilitating more effective collaboration across the business. With the ever-growing multi-generational workforce, understanding how to work well with a wide range of personalities and execution methods is something the team player can mould to.
Able to Adapt Quickly
Changes in management structure, new responsibilities, revenue cuts, bigger or smaller teams, etc. are things that the team player can adapt to. Maintaining flexibility as a professional is highly critical in today's day and age. The team player can stay agile with their expectations and is ordinarily willing to mould to change, adapting quickly as needed.
Able to Focus on the Whole Team's Goals
As important as it is to execute your own tasks to the highest standard, whats the point if the rest of the team fails? One of the critical factors of being a team player is the ability to put the team's overall success or interests above their own. The team player is willing to lend a hand or help a co-worker with their duties whenever they can.
Share Credit Across the Team
The team player usually is quick to point out the substantial contributions of their coworkers. They share credit when they receive it and tend to emphasise the outstanding work of the overall team instead of singularly on themselves. They understand that one of the quickest and easiest ways to build strong work relationships is by giving credit to others when its due.
One thing which many HR professionals are starting to look for during recruiting process is high emotional intelligence or “EQ”. Emotional intelligence is defined as being:
“the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.”
The professional who holds a high level of EQ usually is going to be one who works well within a team, and thankfully, unlike IQ, EQ can be developed substantially regardless of genetic or physiological makeup.
An outstanding book to read is Robert Bradbury’s - Emotional Intelligence 2.0. A brilliant read which goes into the depths of EQ and provides methods on how to improve your EQ.
Did you enjoy this article? What other traits are critical for the effective team player? Please email us at firstname.lastname@example.org with feedback or comment / share the article via Linkedin.
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