Truth be told, we all approach the work of leadership from a unique starting point – a mixture of our personality, intellect, training, and experience. As we strive to develop as a leader and become better at what we do, we soon learn that there are expectations of our role that are a bit out […]
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Some of us can only imagine what a productive, high-functioning team might look and feel like. Others know firsthand and wish that they can replicate it again with other teams. There are many upsides to a high performing team, but not every team is ready to do the hard work. Is your team ready? Here […]
Read MoreAt 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.
Read MoreAcknowledging 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.
Read MoreWhen 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 […]
Read MoreWhether it is a passion for people, data, achievement, or status, everyone wants to be satisfied emotionally. I know it’s a concept that doesn't make for a spellbinding tale, but let’s face it, being a great manager nowadays requires a bit more modesty as it does boldness. It’s a simple truth that emotion drives our […]
Read MoreAccountability 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 […]
Read MoreGreat 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 […]
Read MoreTeamwork doesn't always come easy. To be a strong and cohesive team, team members must trust one another and be able to engage in healthy team conflict. Mastering team conflict is the second key behavior in The Five Behaviors of a Cohesive Team™ model. Trust is a prerequisite for mastering conflict. Only team members who trust one another are going to […]
Read MoreThe first and most important behavior for developing a high-functioning, cohesive team is to build trust. According to Patrick Lencioni, author of “The Five Dysfunctions of a Team”, team trust is all about vulnerability.* Team members who trust one another are comfortable being open to one another regarding their failures, weaknesses, and fears. Vulnerability-based trust […]
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