Over the years I have encountered many ex-military personnel who have made the move into the corporate world. Several friends I went to university with still serve in the UK, US and French military. One key point that always caught my attention was the great team culture that they experienced in their roles in the service and how different it was in Civvy street. Some, that managed to recruit a number of ex-military into their teams in civilian roles often had a strong culture that mirrored their previous lives.
HR and business leaders often talk about culture, whilst team members find, that these days, there is a lack of it.
What are some key points that can be identified as successful? Let’s consider some of the following…
The Military’s Model of Team Culture
The effectiveness of military organizations in fostering a strong team culture is renowned. Rooted in centuries of tradition, the military’s approach to team building is both disciplined and deeply communal. This success can be attributed to several key factors:
1. Clear and Shared Objectives: Military units operate with a clear sense of purpose and mission. Each member understands their role and how it contributes to the larger goal, creating a cohesive unit that functions as a single entity.
2. Rigorous Training and Preparation: The military invests heavily in training its personnel, not just in terms of skills, but also in resilience and teamwork. This continuous, intense training fosters trust among team members, as they must rely on one another under high-stress conditions.
3. Hierarchical Structure: A well-defined hierarchy and chain of command help eliminate ambiguity in decision-making processes. This structure ensures that every member knows exactly who is responsible for what, fostering a sense of order and accountability.
4. Strong Leadership: Leadership in the military is not merely about giving orders. It involves mentoring, guiding, and supporting team members to achieve their best. Military leaders are also often seen sharing the hardships and risks, which builds respect and loyalty from their subordinates.
5. Unity and Identity: The military culture promotes a strong sense of identity and belonging. Uniforms, badges, and rigorous rituals all serve to create a unified group identity that transcends individual backgrounds and personal differences.
Corporate Challenges in Team Building
While many corporations aim to emulate the military’s team culture, especially in terms of unity and efficiency, they often face unique challenges that stem from the very nature of modern corporate environments:
1. Diverse Objectives: Unlike the military, corporate teams often have members with varying personal career goals and departmental objectives. This can lead to conflicts or a lack of alignment in team efforts, undermining collective outcomes.
2. Fluctuating Membership: In the corporate world, team compositions can change frequently due to new hires, departures, or internal transfers. This constant change can disrupt team dynamics and hinder the development of trust and cohesion.
3. Less Defined Hierarchies: Modern corporate structures tend to be less hierarchical and more fluid than those in the military. While this can encourage innovation and flexibility, it can also lead to confusion and conflict over roles and responsibilities.
4. Short-term Focus: Corporate teams often face pressure to meet quarterly goals and other short-term objectives. This can divert attention from long-term team development and discourage the investment in deep, trust-based relationships among team members.
5. Implementation of D&I Initiatives: Diversity and inclusion (D&I) are critical for corporate entities, aiming to create a fair and equitable work environment. However, without proper integration, these initiatives can sometimes feel like tick-box exercises rather than genuine efforts to improve workplace culture. Balancing diversity with the need for unified corporate identity and culture can be a complex challenge that corporations are still learning to navigate.
The military’s success in building a robust team culture is deeply integrated into its operational fabric, designed to face extreme conditions with unity and precision.
Corporations, although operating in a radically different environment, can draw valuable lessons from this model. Key among these is the importance of clear objectives, consistent leadership, and a strong sense of shared identity.
However, adapting these elements to the diverse and dynamic nature of corporate life remains a significant challenge, one that requires innovative thinking and a genuine commitment to long-term team culture development.
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