Teams That Work
Gayle Smerdon, PhD
An author and keynote speaker on Workplace Culture and Wellbeing
Trust is rarely instantaneous in teams. But it can be built over time by choosing how we work together as we deepen our connection and feel safe and confident enough to be vulnerable with each other. But working with new, established, or altered teams, there are steps to achieving deep trust that we can aim for and insist on.
Hopefully, you are not readily familiar with teams that openly demonstrate hostility. They blame others, take no responsibility and feel no compunction to temper their criticisms and emotional outbursts. Too much of the team's energy goes into maintaining hostilities, building factions, withholding information, and sharing hurtful gossip, leaving less and less for attending to productive work. This is not a place where high achievers will stay, and the race to the bottom accelerates.
Some teams have members who do not see themselves as needing to collaborate on anything?and exhibit team apathy—they do not care what other team members do as long as they do not interfere with their agenda. There is a pervasive sentiment of "just leave me alone and let me get on with my work," not caring about how their approach may be impacting greater priorities and concerns.
For me, the barely acceptable standard in any team is civility or not being a jerk. These teams are professional. They may not be overly invested in the group and its people, but they will collaborate to support the broader goals of the workplace. They are 'nice' to each other but are not actively seeking opportunities to connect?on a personal level. While it's not ideal,?I will take civility?over hostility or apathy any day of the week.
But while we are on our way to building trust, we should aim to foster mutual goodwill.?We all need to do our best to achieve together as a team, and this means encouraging, supporting, and challenging each other in a way that wants the best for the team members and the team. How much more worthwhile is work—and life—when we actively foster goodwill?
It is a short step from there to trust?and a team that knows each other well, will do the right thing, follow through, and gain the momentum that this understanding brings.
Leaders and employees play a role in creating an environment where each team member wants the best for the team. This starts with recruiting the right people but relies on clarity, fairness, and fundamental emotional intelligence skills—all of which are within our grasp. We each need to accept that anything less than demonstrating goodwill is playing below the line.
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And remember, just like a puppy, goodwill is for life, not just for Christmas.
Until next time,
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6 个月Great article Gayle! Alas I'm not sure the focus on the development of teams, as opposed to individuals, is emphasised enough in our industry. I wrote this article recently on the ROI of team development if you're curious. https://www.dhirubhai.net/posts/phillkrins_investing-in-your-teams-is-essential-for-activity-7196290959758741504-nSHz?utm_source=combined_share_message&utm_medium=member_desktop
Event Speaker & Workshop Award Winning Author of The Chocolate Bar Life | Facilitator | Coach | speaks about #thechocolatebarlife #balance #holisticsuccess #sustainableambition #selfsabotage #happiness
6 个月Yes! Building trust within a team boosts productivity and happiness!
Transforming the way leadership teams connect, align and inspire. Speaker - Award Winning Author - Facilitator - YPO Certified Forum Facilitator (CFF) - GAICD.
6 个月Love the idea of fostering mutual goodwill and using this a benchmark for team environments Gayle Smerdon, PhD We know building trust can take time but goodwill is so easily achievable in the short term.
Facilitator | Speaker | Leadership Coach @ Trustologie | Founder
6 个月Yes, it's so important to have a good relationship with your team members.