Conscious Leadership Scenario:
Like so, many other aspects of life, teamwork comes down to mastering a set of behaviors that are at once theoretically uncomplicated but extremely difficult to put into practice day after day. Time and time again.
The “Never Slow Down Business Model” is driving your team into an absence of trust, fear of conflict, lack of commitment, and avoidance of accountability.
We will focus on absence of trust today.
Why You Will Never Slow Down
You are buried in corporate goals, division goals, personal goals, maintaining budgets, and managing your team to gain the ultimate competitive advantage. The Building, Mentoring, and Nurturing your Team takes an immense amount of time. You will never, ever never, SLOW DOWN, and invest the proper amount of time to ensure your team is rowing in the same direction, in unison, at maximum effort to achieve optimal speed.
Negative Affect on Culture and Organizational Performance:
Causes of Absence of Trust In Your Organization or Division
- Team members that experience an absence of trust will conceal their weaknesses and mistakes from one another.
- Hesitate to ask for help or provide constructive feedback to other essential team members.
- Hesitate to help outside of their own areas of responsibility.
- Hold grudges
- Dread meetings and avoid spending time with their team members.
- Waste time and energy managing their behaviors for their own self good.
Conscious Leadership Solution:
The first big step in gaining organizational trust is heartfelt vulnerability. Trust will not be achieved overnight (Huge amount of time commitment). Trust requires shared experiences over time, following through on promises and a deep understanding of your team members’ unique attributes.
Taking a very focused approach, you can considerably shorten the process and achieve trust in short order.
- Learn the Personal Histories of Each Team Member: A simple step to learn more about an individual will break down trust barriers very quickly.
- Team Identity Exercise: Have each team member break down their effectiveness and contribution to the team then identify an area where they must improve or eliminate for the best interest of the team.
- Personality and Behavioral Assessment Profiles: These in-depth assessments (we use TTI) provide a roadmap/cheat sheet on how each team member communicates and doesn’t like to be communicated with. Essential knowledge that produces highly effective communication and quickly builds trust.
- Full Circle Constructive Criticism: This should be used as a development tool, one the enables team members to identify the strengths and weakness of each team member without reprisal.
While each of these tools can have a significant impact on a team’s ability to build trust quickly. There must be daily revisits to each one of the trust-building exercises to ensure individual development.
A strong team spends considerable time together in and outside of work, and that by doing so, they actually save time by eliminating confusion and minimizing redundant effort and communication.
So, at Thomas & Taylor Partners, we are here to help. For us, our purpose is leadership for a better world, and we are here to help you in showing up as the leader you need to be. We are here to support you globally. We are on this journey together. This is an invitation, an invitation to join us in creating a collaborative movement: the movement that is leadership for a better world.