The “Helper Mindset”: The Secret Ingredient for Building High-Performing Teams

There’s an undeniable magic that happens when we shift our perspective from “what we do” to “how we help.” This subtle change in focus unlocks a deeper sense of purpose and propels us towards building truly contributing teams.

As humans, we are wired to contribute. It’s a fundamental part of our social fabric. Contributing fosters a sense of belonging, purpose, and leaves a lasting impact. Studies by evolutionary anthropologists like Sarah Blaffer Hardy paint a vivid picture of our ancestors collaborating and sharing, highlighting this core human drive.

But somewhere between prehistoric caves and the bustling boardrooms of today, the focus seems to have shifted. We often find ourselves caught up in the daily grind, the endless to-do lists, and the incessant noise – all of which can obscure the inherent power of helping others.

Why Does “How We Help” Get Lost in the Shuffle?

There are two main culprits that can overshadow the significance of contribution:

1. The Tyranny of the To-Do List: In today’s fast-paced world, we’re bombarded with tasks vying for our attention. Deadlines loom, emails pile up, and it’s easy to get laser-focused on ticking things off the list that the bigger picture – how our actions impact others – gets lost in the shuffle.

2. The Misinterpretation of Passion: Passion is often seen as the sole driving force behind a successful career. While pursuing activities we enjoy is important, passion without purpose can lead to a sense of isolation and a disconnect from those around us.

The Magic of Contribution

So why is shifting the focus from “what we do” to “how we help” so important for building contributing teams?

Here’s the secret: Contribution fuels both individual and collective fulfillment.

When we see ourselves as contributors, we:

• Experience a sense of purpose: Contributing to something larger than ourselves gives our work meaning.
• Boost our well-being: Helping others triggers the release of oxytocin, a neurotransmitter associated with happiness and connection.
• Enhance our skillset: By helping colleagues, we learn new perspectives and hone our communication skills.
• Strengthen relationships: Collaboration fosters trust, understanding, and a sense of belonging within teams.

Building Contributing Teams: A Framework for Success

The good news is that there’s a way to cultivate this “helper mindset” within teams and organizations. This framework focuses on three key themes:

1. Shared Purpose:

• Define a compelling mission: Teams need a clear understanding of the impact they create. What problems are they solving? Whose lives are they improving?
• Communicate the “why” behind the “what”: Don’t just tell people what to do, explain the purpose behind the tasks. How does each role contribute to the overall mission?
• Celebrate collective achievements: Recognize and acknowledge team successes to reinforce the notion of shared purpose.

2. Collaborative Culture:

• Encourage open communication: Foster a safe space where team members can share ideas, ask questions, and offer support.
• Break down silos: Encourage cross-functional collaboration to foster mutual understanding and a sense of team interdependence.
• Embrace diverse perspectives: Recognize that everyone brings unique skills and experiences to the table. Leverage this diversity to generate innovative solutions.

3. Recognition and Appreciation:

• Acknowledge contributions, big and small: Publicly recognize individuals and teams for their efforts, even for the “invisible” tasks that keep the ship running.
• Offer personalized feedback: Provide constructive criticism and celebrate successes to empower individuals to grow and contribute more effectively.
• Create opportunities for growth: Invest in the development of your team members by providing training and mentorship opportunities.

Leading by Example

As leaders, we play a critical role in fostering a culture of contribution. By embodying this mindset ourselves, we set the tone for the entire team. This means:

• Shifting our language: When assigning tasks, focus on the impact we want to achieve rather than simply the activity itself.
• Leading with service: Demonstrate a willingness to help others and encourage team members to do the same.

Creating opportunities for mentorship: Invest in developing others, not just yourself.

The Bottom Line

By harnessing the power of contribution, we create teams that are more than just the sum of their parts. We unlock a sense of purpose, collaboration, and innovation, propelling ourselves towards collective and individual success. So, let’s shift our focus from “what we do” to “how we help,” and watch our teams – and ourselves – truly flourish.

This article is based on Shobha’s linkedin post –