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Trust is critical to building high performing teams. And every interaction either adds to trust or subtracts from it. And it affects how easily you will accomplish goals.
One of my favorite books on the topic of trust is "Speed of Trust" by Stephen Covey. I've bought this books for several of my direct teams and once a month during a team meeting, we'd discuss a chapter.
It allowed folks to learn the criticality of trust within the team, while giving folks a neutral platform to discuss their own personal challenges
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If there has been a breakdown in trust you are going to need to get real about the situation.
What caused it to breakdown? Are there people in the team acting in an untrustworthy manner? Was there some failure that needs to be called out and addressed? Have you been open and honest in your leadership?
Get to the heart of the problem and whilst it might be tough, it will open the door back to honest communication and human connection that will build trust over time.
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Trust is a critical component in high-performance teams.
And trust doesn't just exist by chance, it must be actively fostered.
ð¹ Heading in the wrong direction?
Highlight the consequences:
â the general downwards spiral, e.g. using the "Five Dysfunctions of a Team".
â your situation-specific observations and elements, and where they'll lead to.
Then, pick the measures that promise the greatest success for that team, e.g.:
â create safe spaces and encourage open communication
â model the desired behavior
â clarify expectations
â offer conflict resolution support
â constructive individual feedback
â make your values relevant in day-to-day business
â celebrate small wins, that contribute to a trusting environment
â etc.
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Keep in mind that you also must examine people's behavior. It takes some level of trust and vulnerability to discuss concerns transparently. But if people do that and others quickly shoot down ideas or dismiss contributions, that person will trust the team less as a result of that interaction. Vulnerability must be met with respect, and respect is a learned behavior. Leaders model the way.
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Trusting people is also believing them. Believe their lived experiences, even if you donât understand. Encourage your team to listen more actively to each other and hold psychologically safe space for opposing views. They will trust you and each other more if you do so.