Have you ever heard the analogy about the chicken and the pig and the difference between being interested and being committed? It goes something like this:

When it comes to breakfast, the chicken is interested, but the pig is committed.

If that’s not registering with you, think bacon and eggs.

The chicken makes a contribution to the cause, but the pig makes a complete investment—from which there is no turning back.

A more contemporary equivalent to the chicken/pig/breakfast analogy is the difference between LIKE and SHARE on social media.

Nearly every social media platform from Facebook to Twitter has some variation of this concept.

Whenever you “like” something, you show your interest. But whenever you “share” a post, you show your commitment.

Sharing binds you to the content. Sharing makes the content appear on your own timeline and allows considerably more of your “friends” and “followers” to see it. Sharing is a much more public way of showing support and becoming invested in the message and—in many ways—making it your own.

By sharing, you are helping it reach a bigger audience, and in doing so, you are broadcasting to the world: “I don’t just like this, I embrace it. And I want to share it with you in the hopes that it will evoke the same kind of emotional response in you as it did in me…and you too will embrace it!”

The person who likes is involved, but the person who shares is committed.

I had a conversation with a client recently about a related issue. I am going to be speaking to her organization next month. She told me that her staff is comprised of generally very caring individuals, but they aren’t always good teammates because they are habitually reluctant to share.

She elaborated further by describing how the issue of sharing within her organization rarely revolves around sharing resources. Their problem is with sharing information and creative ideas with each other.

It is a problem that is similar to the issue of liking versus sharing on social media.

Her staff isn’t sharing because they are greedy, self-serving individuals, trying to gain an edge. As she previously mentioned, they are actually very caring people. Her staff isn’t sharing because they are fearful of putting themselves in the vulnerable position of being judged.

They are fearful of the possibility of being bound to an unpopular idea or risky suggestion.

Good teammates are able to get beyond that kind of fear.

Good teammates share because they believe in the content of the message. If they “like” something, they want to share it with others so others can like it too. And if someone happens to not like what they are sharing, good teammates are not deterred, because they know why they are sharing it—the message has the potential to help their team.

If you care, you will share.  When you share, you will show you care.

Now, be a good teammate and share this message with others!

As always…Good teammates care. Good teammates share. Good teammates listen. Go be a good teammate.

Lance Loya is the founder and CEO of the Good Teammate Factory and the creator National Be a Good Teammate Day. He is a former sports coach turned bestselling author, blogger, and professional speaker, who inspires TEAMBUSTERS to become TEAMMATES. You can follow him on Twitter, Facebook, Instagram, or through his weekly Teammate Tuesday blog.