No.

I am NOT a “team player”

when it means

conforming to majority pressure

or

cooperating with my marginalization

or

going along to get along

or

violating my values and principles

or

silencing me

And guess what?

When the power majority uses the term “team player” with those not in the power majority, that’s what it can mean—additional “othering” that we face.

CODED OTHERING

I can remember several years ago I was part of an external team of facilitators, each of us contracted by a big five accounting firm to lead the same course concurrently at its main learning campus.

During a team dinner with a mix of internals and externals, conversation turned to the campus’ “hot spot” venue—the designated annex for employees to drink alcohol and socialize in a “non-work” atmosphere. As it turned out, they were all planning to go later in the evening…..everyone except me, that is.

That I was not going turned into this really big thing with them. They demanded an explanation, and my variations of “I’m just not interested in going” responses did not satisfy them. This went on for quite some time as they tried every bullying and pressure tactic in the book.

“I can’t believe you’re not going.”

“You must have had a prior bad experience.”

“Is it the music?”

“Is it the alcohol? They do serve non-alcoholic drinks, you know.”

“I guess ‘hanging out’ must be beneath you.”

“You’re missing an opportunity to get to know the participants on a more personal level. It’s what good facilitators do.”

Finally……they gave up when it became glaringly evident that I would not budge. (As a neurodivergent introvert, I would have rather undergone a root canal without anesthesia while slathered in honey seated on an ant hill than set foot in “the hot spot.”)

I REALLY did not want to go.

In dismissing me, they made reference to my NOT being…….yup, you guessed it……

“a team player”

I was already feeling “a kinda way” as the only Black facilitator, but now the awkwardness that settled over the table was palpable.

In their quest to get me to conform and join along, they had weaponized “team player” and centered it as a higher priority than me—the individual—which rendered my choice to not join them as an “unacceptable deviation” from the “team player” paradigm.

Specifically, when you’re Black, being on the receiving end of implicit and explicit “team player” coded othering can sound like……

“now, now, be a good negro”

“best to cooperate and not make trouble”

It can feel like a gaslighting strategy to keep us knowing our place in the power hierarchy.

This underbelly of “team player” othering involves—

• doing what others expect and tell you to do
• not disagreeing with the majority or the “team alpha”
• not expressing your individual ideas or preferences
• avoiding “non-mainstream” or “non-neuronormative” actions and behaviors

CODED COUSINS

“Team player” is the close cousin of “culture fit,” and both belong to the ecosystem of exclusionary code language in the workplace.

Both terms allow for exclusion under the guise valuing inclusion. This “brand” of inclusion involves one’s ability to integrate with and be accepted by the power majority. That’s NOT inclusion at all.

ONBOARDING—PROCEED WITH CAUTION

I recently had a conversation with my general manager whereby we were comparing notes about our week-long “Traditions” indoctrination training at mouse headquarters years ago and also his “proctoid” experience with P&G, also years ago. The underlying principles are still at play today.

In both cases, the onboarding process involved “forfeiture” of pieces of oneself in order to take on something that would make one a part of the team. The common thread with both companies was that they valued uniformity MORE THAN individuality, they valued the physical and mental “company uniform” OVER the individual compelled to wear it.

All this points to the present-day value companies place on CCC- controlled and conditioned conformity. But let’s not call it that. Let’s elevate the term “team player” as a desirable skill and trait sought in our employees. And let’s also bring in its cousin “culture fit” to seal the deal.

BRINGING BACK THE “ME” IN “TEAM”

“Team player” ideology can chip away at individuality and foster compliant group-think—the ironic enemy of creativity, innovation, originality.

It’s important to note that……

A company’s reliance on the “team player” paradigm can TOTALLY NEGATE its stance on valuing “authenticity” and “authentic self” of employees.

I encourage company leaders and recruiters to re-examine how “team player” is being defined and actualized within company culture to ensure that it does not contradict DEIB objectives.

Do it as a real team.