SELECTIONS - Winter 2002
TEAMWORK
By Mel DeJarnette, reproductive specialist
These days it seems that everyone is talking about "teamwork." During
the last six months, nearly every major publication targeting dairy
producers has had an article on team approaches to dairy herd management.
There are many reasons that the team approach to dairying is an excellent
idea and long overdue in implementation.
TWO HEADS ARE BETTER THAN ONE
A major reason for this change in philosophy is size. Grandpa never
needed help, but grandpa never milked more than 60 cows at once. To
be efficient and profitable in today's large herds, the herd-manager
routinely must make four- and five-digit dollar-value decisions (or more)
in areas ranging from milking management, reproduction and cow health,
to tax laws, financing issues, environmental impact and milk marketing.
No one can be expected to know it all. That's why the team (or two heads
are better than one) approach has grown so much in popularity.
However, before starting to pull together people for your team, it's
important to know what you want and expect from your team, and how to
make sure it is successful.
TEAMWORK DEFINED
In preparing to write this, I looked up the definition of teamwork in
Webster's dictionary. I thought I knew what teamwork is. But, after reading
the definition, I think I understand why many teams have failed to produce
substantial positive results. They never really understood the meaning of
teamwork. Webster defines teamwork as a "joint action by a group of people,
in which each person subordinates his individual interests and opinions to
the unity and efficiency of group."
Wow, did you catch that? This phrase is worth repeating: "subordinates his
individual interests and opinions." All too often participants come to
team meetings to confidently, loudly voice their interests and opinions,
and to prevent others from "blaming" them for problems.
THE BLAME GAME
At the recent Select Sires national sales conference, Dr. Phil Senger of
Washington State University referred to this as "The Blame Game." Most
dairymen have witnessed or perhaps been participants in this game. The
veterinarian may blame the nutritionist, who may blame the A.I. representative
who may blame bovine somatotropin (bST) and so on. The herd owner, confused
and not knowing whom to believe, blames all of the above.
Team approaches are designed to get people on the same page and eliminate
the blame game. However, if participants don't come to the meeting with
the right attitude, it can turn out to be a good place to play the blame
game face-to-face. If you need bouncers at your team meetings, then your
team members haven't quite figured out what it's all about.
In everyone’s defense, teamwork does not come easily. It's human nature
to exhibit a little "turf-protection" and be somewhat defensive when
challenged. It's much easier when everyone agrees it's someone else's
fault, leaving us alone. However, this attitude can railroad a team
effort in short order.
For team efforts to be successful, members must be able to put aside
their personal agenda and focus on solving the problems. Good team
members diplomatically suggest changes without giving the appearance
of finger-pointing or laying blame. Likewise, good team members will
have thick-enough skin to accept criticism where warranted without
being offended. What each team member needs to remember is that it's
all or none for everyone; either everyone wins or no one wins.
THE TEAM CAPTAIN
What each herd-owner also must remember is that he/she is an important
member of the team and, like it or not, must shoulder the responsibility
of being team captain. One of the captain’s most important responsibilities
is to establish an environment that helps put team members at ease.
As with other team members, the captain must be prepared to accept criticism.
It certainly would be nice if your team meeting ended with others accepting
full responsibility for problems and agreeing to solve them. However, we
all know that's not likely and, in reality, most recommendations will touch
a little close to home for the captain. But that's OK. Let the chips fall
where they may. The captain will reap the benefits of all solutions implemented.
Additionally, among team members there may be conflicts or differing opinions
about problem identification and/or courses of action. As captain, you must
be prepared to step to the plate, make a decision, call the shots and accept
the consequences.
Another important term in the teamwork definition is "action." Action is
totally in the hands of the team captain and, unfortunately, often is the
most frustrating part of the solution. An advantage of the team effort is
that once all team members agree on the problem and the appropriate course
of action, each member independently can check progress of implementation
during routine visits. Through repetition of the same message coming from
multiple sources, the value of action eventually is driven home.
CREATING A TEAM
Who should be involved in the reproductive-solutions team? Obviously,
the veterinarian is important, as is the nutritionist. Since team
recommendations require implementation, make sure the employees and herd
manager are represented. If recommendations require sizable financial
investment, your accountant and/or banker should be invited to the table.
Local extension and university personnel can be valuable assets. And, don't
forget to include your Select Sires reproductive-solutions specialist. There
is one in your area, no matter where you are.
As reproduction has become ever more important to producers, it also has
become critical to Select Sires’ customer service. That’s why Select Sires
initiated a reproductive-certification program for its salesforce in 1999.
In addition to providing the latest research about reproduction and reproductive
management, we began testing employees’ skills and abilities to apply this
knowledge when trouble-shooting. The "learning experience," as we call it,
challenges participants to understand basic reproduction, the estrous cycle
of the cow, proper A.I. techniques,cow management, breeding-program management
and general trouble-shooting of complicated reproductive management. To
facilitate and encourage learning is the program’s main objective, thereby
making each Select Sires employee a more valuable asset to the organization
and to you, our customer.
Many professional Select Sires representatives also are skilled in the
team-building process. Select Sires reproductive-solutions specialists
would be honored to have the opportunity to increase the profitability
of your dairy. Make our team part of your team.
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