Trust is the Foundation of Great Teams
Originally published by Iain Baines – 26th February 2018
My last post alluded to a piece of work in which a number of us within the Horizon’s team were going to use the elements of Myrom’s Maxims to address improvement in some of our business systems and processes. In particular that co-creation by people that do the work will make the real difference.
We started in earnest by considering what we did well, what we needed to improve and how we may prioritise our efforts. There is a long way to go and we all acknowledged the continual need to take time out and commit to action if we are going to make the desired improvement.
It is though perhaps more than just improvements in business process……………. there is a significant desire to be seen as a good and capable Business Support Team. So we spent a little time also exploring the concept of “Trust” as the foundation of high performing teams, leaning heavily on Lencioni’s five dysfunctions of a team. It is only through developing trust with each other that we can show our vulnerability, admit mistakes and hence ask for help when we need it – thus making the most of the skills and capabilities of the people within our teams.
We made a good start – finding out a little more about each other, building “Trust” through conversation and curiosity.
Dysfunction #1: Absence of TrustThe fear of being vulnerable with team members prevents the building of trust within the team. Dysfunction #2: Fear of ConflictThe desire to preserve artificial harmony stifles the occurrence of productive ideological conflict. Dysfunction #3: Lack of CommitmentThe lack of clarity or buy-in prevents team members from making decisions they will stick to. Dysfunction #4: Avoidance of AccountabilityThe need to avoid interpersonal discomfort prevents team members from holding one another accountable. Dysfunction #5: Inattention to ResultsThe pursuit of individual goals and personal status erodes the focus on collective success.
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