Great teams do no hold back with one another. They are unafraid to air their dirty laundry, they admit their mistake, weakness, and concern without fear of reprisal.
If everyone on the same page working in lockstep toward the same goal with no sense of confusion. It is a good sign.
Should challenge each other more.
Trust is the confidence among team members that the peer intention is good, and that there is no reason to be protective or careful around the group.
Teams lack trust waste inordinate amounts of time and energy managing their behavior and interaction within the group.
Exercise:
Share about your hometown, number of kids in the family.
Share your weaknesses and strength. At the same time not to give generic weakness.
Tools:
Personal History Exercise
Team Effectiveness Exercise
Identify the single most important contributors that make to the team.
Personality and Behavioural Preference Profile
MBTI and DISC
360 Feedback
make specifics judgment and provide constructive criticism
Experimental Team Exercise
Team building and exercise
Fear of Conflict (Artificial Harmony)
Quote:
If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict.
Not to: preserve a sense of artificial harmony. Have tension but no constructive conflict.
Meeting are interactive, movies are not. Meeting has no real impact on our lives, but why discuss movies more that meeting?
Don’t think anyone ever completely used to conflict. If it is not a little uncomfortable, then it is not real.
Team that engages in productive conflict knows the only purpose is to produce the best solution in the shortest period of time.
Tools:
Mining (miner of conflict)
extract disagreement and shed light on doing on them.
Real-Time Permission
teammate encourage not to retreat from healthy debate
Thomas-Kilman Conflict Mode Instrument (TKI)
Lack of commitment (Ambiguity)
Quote:
When people don’t unload their opinion and feel they’ve been listened to, they won’t really get on board.
collective of individuals need to know who is their first team is. Eg. manager team comes first, to align on goals.
Clarity & Buy-in, with consensus and certainty.
Tools:
Cascading Message
End meetings with explicitly review key decisions made. And agree on what needs to be communicated down.
Deadline
clear deadline on decision and honoring them
Contingency and Worst-case Scenario
Low-Risk Exposure Therapy
demonstrate decisiveness in low-risk situation
Avoidance of Accountability (Low Standard)
Quote:
Once we achieve clarity and buy-in, it is then that we have to hold each other accountable for what we have sign up to do.
Empowerment and Quality is not accountability
Members of a great team improve the relationship by holding one another accountable. Thus demonstrating respect with high expectations for performance.
Tools:
Publication of Goals and Standard
clarify publicly what need to achieve who need to deliver what, and how everyone needs to behave to succeed.
Simple and Regular Progress Review
Team Reward
Inattention to Result (Status & Ego)
Quote:
The key is to make a collective ego greater than individual one. If the team loses, everyone loses.
Everybody is responsible for sales. Profit is not the scoreboard, goal is.
Politics is when people choose their words and action based on how they want others to react rather than based on what they really think.
