At the heart of team trust lies the willingness of people to abandon their pride and their fear and simply be themselves. While this can be a little threatening and uncomfortable at first, ultimately, it becomes liberating for those who are tired of overthinking their actions and managing interpersonal politics at work. There are many reasons why a team might be guarded and less open with one another. Continue reading
Acknowledging one’s weaknesses, willingly apologizing, and being genuine with one another are all behavioral examples of team trust – vulnerability-based trust*. In part-one, I offered reasons why it’s difficult for team members to acknowledge their weakness, and what leaders can do to promote greater trust. Here, I’d like to share why team members struggle with apologizing to one another – another key trust-building behavior that is absent often within teams. Continue reading
When coworkers are open about their weaknesses and admit their mistakes, does it help you trust them more? Well, it should. Team trust is all about vulnerability.
We know trust is high when team members acknowledge their weaknesses, willingly apologize, and are unguarded and genuine with one another. Without this type of trust, it’s unlikely that teams will be willing to engage in healthy conflict or commit to decisions. In part one of this three-part series, we’ll take a closer look at why it’s difficult for team members to acknowledge their weakness with one another. In part two, we’ll … Continue reading
Accountability has become another catchword – so overused and with so many different interpretations that it has lost much of its meaning. According to Patrick Lencioni, author of the Five Dysfunctions of a Team, “When it comes to teamwork, accountability means the willingness of members to remind one another when they’re not living up to performance standards and results.” This includes feedback on individual behavior, such as the extent to which members act with integrity, interact in respectful ways, and are aligned with the team’s values.
Teams that Avoid Accountability
The usual source of dysfunction in this area … Continue reading
Great teams understand that they must be able to make timely decisions and commit, even when the outcome is uncertain and not everyone initially agrees. It’s the desire for consensus and the need for certainty that prevents many teams from achieving commitment and moving forward.
Teams that fail to commit find themselves revisiting discussions and decisions again and again. They encourage second-guessing which creates ambiguity and lack of confidence about the team’s direction and priorities. Whether its avoidance of risk, excessive analysis, or fear of failure, a lack of team commitment means delay and lost opportunities. It … Continue reading