Opportunism vs Оwnership in Team Management

Hello everyone! During my journey as a Head of Design in a product development company, I’ve encountered two different types of designers — those with an opportunistic approach and those with a strong sense of ownership.

This is me working on your awesome designs.

Generally, people use the term “opportunism” in politics or communications, but creative people (i.e. designers) also possess these qualities. Opportunistic designers often prioritize their own gains over the team’s success. They might seek ways to benefit themselves without considering the interests of others.

But in reality, it’s not as bad as it seems.

Let’s first explore the cons of opportunism in design teams:

• Lack of stability. Opportunism may lead to a lack of attention to detail and inconsistent performance, potentially impacting the quality of projects.
• Self-сenteredness. Designers with an opportunistic approach may pursue their interests without considering the team’s overall goals, leading to conflicts and divergent interests within the team.

The good news is there are pros as well:

• Flexibility: Opportunistic designers can quickly adapt to new situations and opportunities, enabling them to respond faster to market changes and client demands.
• Risk-taking: Opportunism can encourage designers to experiment with new ideas and approaches, leading to unexpected creative solutions.

On the other hand, designers with a sense of ownership are highly motivated and actively engaged in project work. They feel responsible for the outcomes and show initiative in problem-solving.

Let’s start with the pros this time:

• Commitment: Designers with a sense of ownership feel a personal interest in the project’s success, motivating them to stay focused and dedicated to their tasks.
• Responsibility: Ownership encourages designers to take accountability for their decisions, contributing to more effective task resolutions aligned with the team’s objectives.

However, to my surprise, there are downsides too, such as:

• High expectations: Designers with a strong sense of ownership may set high expectations for themselves and others, leading to stress and potential conflicts within the team.
• Risk aversion: Excessive ownership might inhibit designers from experimenting and being innovative, limiting the exploration of new ideas.

By the way, you can explore the latest Fintech product case study by Merge’s designers on Behance or directly on the website.

If you’re a manager at a design agency, like me, you might face several challenges with teams consisting of both Opportunism and Ownership designers, because these differences in personality can impact the overall progress of the team.

The modern world might be overwhelming, so sometimes it’s better to turn off your computer and touch some nice thick grass outside.

Here are some examples:

1. Conflicts and distrust. Diverse approaches and motivations can lead to conflicts and foster distrust among team members. Designers might feel that others are not contributing enough or not bringing sufficient value to the project. In this case, as a manager, it is important to set clear responsibilities for each team member so that everyone will be aligned with each other and collaborate better.
2. Uneven productivity. Although designers with a strong sense of ownership typically exhibit higher productivity and are more engaged in projects at the beginning, down the road they might feel that their own expectations aren’t being met. Whereas opportunistic designers have a different approach, they may show less interest in the overall project success and be more focused on personal gains and not demonstrate the same level of commitment. In order to mitigate these issues, try to motivate the former with more creative and challenging tasks, and highlight growth opportunities for the latter.
3. Retaining talented designers. As a manager, you must ensure the retention of talented designers with a strong sense of ownership and opportunism. In order to retain those with ownership qualities you should check in on them, to make sure that their workload is not too heavy. As for opportunistic designers allow them to have their own space to thrive without forcing them to be overly enthusiastic about projects and teams.

Now I’ve come to realize that balancing Opportunism and Ownership is crucial for effective team management. To work successfully with such teams, it is essential to establish clear communication lines, foster collaboration, recognize and reward achievements, and promote the development and professional growth of each designer in your team.

Finding a balance in all things, especially in a team full of talented people with their aspirations, is challenging but still doable.

Furthermore, acknowledge talented designers and inspiring their growth contributes to building a productive and creative team. Moreover, being aware of the risks associated with opportunism and implementing effective management strategies can prevent conflicts and enhance overall team performance.

Having learned the importance of Opportunism and Ownership in team management, I strive to create an open and trusting environment at Merge where every designer can thrive and feel valued in achieving shared goals.

In the end, the goal is for your team to become a source of creative ideas and innovations, where each member plays a key role in creating outstanding products and achieving success!