The Art of Team Building: Missionaries vs. Mercenaries

There are two types of people in this world: missionaries and mercenaries.

Missionaries are with you because they share your values and they believe in what you represent - your mission and vision.

Mercenaries are with you for what they can get from you. To them you're a means to an end.

If you're going to save yourself serious heartache and disappointment in life then you must separate the different types of people around you. This works in personal relationships, organisations, etc.

Missionaries are people who are with you because they like you for who you are. They share common values with you and they'll stick with you no matter what.

Mercenaries are with you for the benefits they get from you. To them you're a means to an end. They'll leave you in a heartbeat if they meet someone else who they feel is better than you.

Relationships with mercenaries will only lead to heartache down the line.

Missionaries are people who share the values, mission and vision of the organization. They'll remain with you even if someone gives them a better offer.

Mercenaries join organisations because of what they stand to gain from the organization - money, prestige, title, position, etc. They don't care about what you stand for, their primary concern is the benefits they derive from the organization.

Smart organizations and leaders surround themselves with missionaries not mercenaries.

Mercenaries can be a hindrance to team morale and productivity in a number of ways.

1. Lack of Loyalty

Firstly, their motivations are usually financial gain rather than a commitment to the team or its goals. This lack of loyalty can breed mistrust and resentment among team members who have a stake in the group's success.

2. Conflict of Interests

Secondly, conflicts within the group can arise from Mercenaries prioritizing their own interests over the group's, which can lead to arguments over tactics, resource allocation, or decision-making, which can impair collaboration and communication within the team.

3. Decreased cohesion

Mercenaries may lack the camaraderie or rapport that regular team members have with one another.

4. Risk of abandonment

Mercenaries may leave the team abruptly if they receive a better offer or if conditions become unfavorable. This unpredictability can disrupt team dynamics and leave the team in a vulnerable position, especially if the mercenaries possess critical skills or knowledge.

5. Negative impact on morale

The presence of mercenaries can demoralize other team members who may feel undervalued or overshadowed by outsiders brought in for specific tasks. This can lead to decreased motivation, engagement, and ultimately, productivity within the team.

How do you increase your chances of selecting missionaries rather than mercenaries? Use the following guidelines when selecting/recruiting members for your team or organization.

1. Use Behavioral Interviews

Many employers focus first on technical skills and paper qualifications to screen potential recruits. This can lead to recruiting team members who may have the required skills for the role but do not share the values and vision of the organization.

To remedy this, explore a potential candidate's motivations, values, and alignment with the company's objectives using behavioral interviews. For example, look into instances where the candidate showed up late for a meeting or went above and beyond for a group.

2. Do Adequate Background Checks and Verify References

Many organisations and teams hire people without doing a thorough background check or verifying the candidate. Irrespective of the quality of their resume or how impressive they were during the interviews, always do a background check. Past behavior is a pointer to future behavior.

During reference verification, speak with previous employers or colleagues to learn more about the candidate's morals, work ethic, and commitment to the company's objectives.

3. Check For Cultural Fit

Incorporate Culture Fit Assessments, using tests or activities designed to evaluate how well a candidate fits with the company's values and culture.

4. Long Term Goals

Discuss Long-Term Goals, evaluating whether a candidate's career aspirations align with the organization's overarching objectives. A hallmark trait of mission-oriented hiring is prioritizing alignment with the organization's goals over short-term gains.

5. Challenge-Taking Attitude

Missionaries by definition are people who see the big picture. They put the collective good ahead of their personal interests and agenda. Mercenaries on the other hand, are there for whats-in-it for them.

Examine the candidate's challenge-taking attitude by seeing how they handle setbacks and disappointments. While mercenaries would usually put their own interests ahead of the success of the group, missionaries frequently show perseverance and dedication in overcoming obstacles in the service of the organization's larger goal.

6. Check Their Attitude to Volunteer Work and Extracurricular Activities

Examine extracurricular and volunteer activities, taking into account a candidate's participation in endeavors that demonstrate commitment beyond self-interest.

Mercenaries are only interested in ventures where they stand to gain something directly or indirectly. Missionaries would engage in projects or activities for the good of others even when they don't stand to benefit directly or indirectly.

Using a mix of these techniques, leaders can learn a great deal about a candidate's morals, disposition, and goals, which can help them decide if they are mercenaries or missionaries.

In order to cultivate and maintain missionaries within their organization, leaders can employ a number of useful strategies:

1. Make Your Organizational Values Clear

To guarantee alignment with both new hires and current team members, the organization's values, mission, and vision must be communicated in a clear and concise manner. Missionaries are better able to connect with the organization's goal because of this clarity.

2. Develop a Purpose-Driven Culture

Encourage an atmosphere at work where the importance of the company's goal is recognized outside of financial gain. Employees will feel more fulfilled and like they belong if they are encouraged to emotionally connect with the reason behind their work.

3. Setting a Good Example

Set a good example for others by acting and making decisions consistently with the organization's values and mission in mind. Leaders who embody these principles inspire trust and loyalty among team members, encouraging them to do the same.

4. Acknowledge and Honor Contributions

Give credit to staff members who actively support the organization's mission and embody its ideals. Praise, promotions, incentives, or special privileges are just a few ways that people can show gratitude for one another and reinforce good behaviors.

5. Promote Cooperation and Cross-Functional Teamwork

Provide avenues for cooperation and cross-functional teamwork, with a focus on the joint achievement of organizational objectives. Creating a friendly and encouraging work atmosphere for team members improves their sense of unity and interpersonal connections.

6. Give Meaningful Feedback

Assist staff members in developing professionally and coordinating their efforts with company goals by providing helpful criticism and direction. Leaders may assure continual growth, address issues, and celebrate accomplishments through regular feedback sessions.

7. Encourage a Sense of Ownership

Give staff members the freedom to accept responsibility for their job and offer suggestions for innovation and enhancement.

Promote independence and initiative to give missionaries a sense of ownership over the organization's performance and to inspire them to bring about positive change.

Organizations and leaders can effectively develop and retain missionaries by putting these doable strategies into practice. This will result in a cohesive team of devoted individuals who share the organization's values and are committed to its purpose.