
Lack of trust is the main reason teams fail
Lack of trust is at the heart of most ineffective teams. How does your team rank on the trust scale? Here is a checklist of low-trust indicators. Symptoms of Low Trust in Teams:- Mistakes are covered up
- Help is not sought when needed
- Assistance is not offered
- Team members are unwilling to take risks
- Information is not shared nor is input sought on important team decisions
- Team members don’t keep commitments to each other or the team
- Members may feel confused, anxious, and vulnerable
- Team members compete instead of cooperate
- There is a perception that some team members are doing more than their share of work
- Some members feel there are inequities in work assignments, recognition, etc.
- When team goals are not met, members blame one another
- Differences of opinions become exaggerated
- Conflicts are not resolved and may escalate
- Gossip is rampant
- Styles differences are exaggerated and members have difficulty tolerating each other
- Time and energy is spent managing poor behavior
- Make sure all members are clear about the purpose of the team, their expectations, and the boundaries the team is working under
- Help members build positive relationships with each other, spend time not just focused on the task at hand but having fun with each other and getting to know each other on a more personal level
- Create consensus around the teams working agreements or ground rules. Make sure you create them with the whole team, everyone understands them clearly, and they are put into practice daily
- Encourage members to hold each other accountable to keeping agreements or renegotiating broken agreements, showing up for meetings, completing assignments on time, and keeping their commitments and promises
- Encourage members to support each other in being successful and take the time to discuss and address their needs so there are no hidden agendas
- Create a safe and open environment where members communicate openly with each other, share information, ask questions, say what is on their minds, challenge assumptions, raise difficult issues, and ask for help when they need it
- Leaders must model the behavior they expect/want from their teams and can learn how to do so through effective leadership training
- Encourage individual members to take responsibility for their mistakes and for teams to have regular checkpoints to monitor their progress
- Help maintain confidentiality when needed
- Have a positive attitude and speak highly of each other and acknowledge members skills and abilities
- Involve others and seek their input