Team Power vs Star Power – Asrar Qureshi’s Blog Post #1027

Team Power vs Star Power – Asrar Qureshi’s Blog Post #1027

Dear Colleagues! This is Asrar Qureshi’s Blog Post #1027 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing our contributions here.

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Credit: Ron Lach

Preamble

Stars are not just sought and pleased and begged to join in sports. Many times, it happens in the corporate world also. Star power starts in pharma companies at the medical representative level. Managers observe someone working in the field and like his style. They may hear some good word from some customer, and they may also somehow find that his sales are mostly good. They decide to woo him and hire him at a higher salary maybe. In my long observation, most of these ventures ended in failure because of these reasons: one, the working standards in every company are different; two, the sales support systems are different; and three, the same customers with whom he has developed relations may not hold the same value for the new organization.

The experience shows that it is better to invest and build team power rather than focusing on star power. The idea that "team power is greater than star power" reflects the growing understanding that cohesive, collaborative teams often outperform individual "stars" by building diverse strengths, collective accountability, and sustainable productivity. While high-performing individuals can bring exceptional skills and innovation, it’s the synergy of a team that truly drives long-term corporate success.

It is not just about sales, it is true for all functions in a corporate.

Comparing Team Power and Star Power

Diversity of Skills and Perspectives

Teams bring together individuals with different skills, backgrounds, and perspectives, which enhances creativity and problem-solving. In a team, each person contributes their unique strengths, and together they cover a wider range of skills and knowledge. This diversity is especially valuable in complex corporate environments where different expertise is needed to tackle multi-dimensional challenges.

A star performer, though talented, is limited by their individual expertise and may lack the diverse viewpoints that a team brings. Even the most skilled individual has strengths and weaknesses; they can only approach problems from their unique perspective, which might lead to blind spots.

A product development team with members from R&D, quality, production, and marketing, is more likely to create a product that meets market needs than R&D working alone. Each team member’s expertise ensures the product is presentable, marketable, patient-centric, and aligned with customer expectations.

Enhanced Creativity Through Collaboration

Team environments encourage brainstorming, collaborative thinking, and cross-pollination of ideas. By working together, team members build on each other’s ideas, sparking creativity and innovation. This collective creativity often leads to more robust, innovative solutions than those generated by a single person.

A lone star might develop innovative ideas but without the input of others, there’s a risk of missing out on different perspectives that could strengthen the concept. Moreover, working in isolation can limit the range of ideas explored.

In corporate settings like marketing or advertising, team-based brainstorming sessions are often more productive than individual efforts. A marketing campaign created by a collaborative team will likely capture varied consumer preferences and insights, whereas a campaign devised by a single person may lack that broader perspective.

Increased Resilience and Problem-Solving Capacity

Teams are inherently more resilient because they share responsibilities, problem-solve collectively, and adapt more readily to changes. When challenges arise, teams can divide tasks and apply collective knowledge to overcome setbacks. This shared problem-solving ability makes the team stronger and better equipped to handle unexpected changes.

A star performer might initially appear to be more resilient due to their high productivity, but in high-stress or complex situations, they are limited by their own resources. Burnout, stress, and a lack of backup can make it difficult for a lone individual to manage every challenge on their own.

In the more performance-oriented areas such as sales and supply chain, team work ensures that if one person leaves or is unable to work, others can take over, minimizing work delays and preventing burnout.

Higher Accountability and Sustainability

In a well-structured team, accountability is shared and sustainable. Team members rely on each other, hold each other accountable, and are motivated to achieve collective goals, often leading to higher quality results and sustained productivity. Team-based accountability creates a culture of shared responsibility that enhances job satisfaction and encourages personal and professional growth.

Star performers may achieve remarkable results in the short term, but over-reliance on one person’s abilities can lead to instability if they leave or underperform. This dependency can also foster resentment within teams and discourage other members from taking initiative, ultimately reducing team morale and cohesiveness.

In sales departments, team-based goals often yield more sustainable outcomes than individual targets alone. A sales team can share leads, offer strategic advice, and build on each other’s strengths, ultimately achieving more consistent and scalable success than one star salesperson alone.

Enhanced Adaptability and Innovation

Teams can adapt quickly to change because they pool knowledge and adjust strategies collectively. In dynamic industries like biotech, where rapid change is constant, teams can pivot more easily than a single individual. Team members bring in fresh perspectives and new ideas, which builds a culture of innovation.

A star individual may be adept at innovating within their specific field but lacks the collective adaptability that a team provides. Without diverse input and collective brainstorming, a single person’s innovation potential is limited and may not fully address all facets of a problem.

When companies face shifts in market demands or regulatory changes, cross-functional teams that include members from operations, compliance, and customer service can work together to create flexible responses. This adaptability would be difficult for a single high-performing manager to achieve alone.

Long-Term Success and Corporate Stability

Teams cultivate a culture of inclusivity, trust, and collaboration that boosts long-term corporate stability. High-performing teams promote leadership development, encourage knowledge sharing, and create a stable environment where employees can thrive. By developing talent across the team, companies reduce the risks associated with dependency on one person.

Depending on individual stars can be risky for long-term stability, as it leaves companies vulnerable to disruptions if those individuals leave or burnout. When one person is seen as indispensable, others may feel undervalued, leading to lower engagement and morale across the broader team.

Companies that encourage a team-driven culture often see higher employee retention, a stronger succession pipeline, and a more stable corporate environment. This stability contributes to a positive reputation and consistent performance over time.

Sum Up

While star performers can be valuable assets to any organization, the power of a well-functioning team consistently outshines individual star power in the corporate world. Teams bring a range of perspectives, share accountability, foster creativity, and provide a resilience that is crucial for navigating challenges and driving sustainable success. By investing in team development, organizations not only support individual growth but also create a stable, adaptable, and innovation-driven culture that benefits the entire organization.

I wish that the managements realize that the shift in focus from team performance to individual performance has hurt the organizations. It is important to rethink and change.

Concluded.

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For most blogs, I research from several sources which are open to public. Their links are mentioned under references. There is no intent to infringe upon anyone’s copyrights. If, however, it happens unintentionally, I offer my sincere regrets.