Do you have a toxic team? Do you have a “difficult team member” contributing to a climate of mis-trust? What is a leader to do when a group stalls in progress toward goal(s)? How can the log jam be broken?
Stephen M.R. Covey in The Speed of Trust suggests where trust is present the organization (team) moves faster resulting in increased bottom line results. On the other hand, where trust is low or questionable, the organization (team) slows down dragging progress and sapping resources.
The following 13 Behaviors, arguably universal by Covey, stem from leaders who are known for establishing trusting cultures. Review this list, where does your toxic team need the most attention?
1. Straight Talk – tell the truth and leave the right impression.
ASK YOURSELF: “Does my team avoid talking straight out of fear of hurting feelings?”
2. Demonstrate Respect – show genuine care all around.
ASK YOURSELF: “Is my team respectful of one another?”
3. Create Transparency – allow people to verify the truth.
ASK YOURSELF: “Do you model open access to team related information?”
4. Right Wrongs – apologize quickly.
ASK YOURSELF: “Have you observed a transgression gone unaddressed?”
5. Show Loyalty – give credit freely.
ASK YOURSELF: “Does my team credit one another for success or finger point?”
6. Deliver Results – get the right things done.
ASK YOURSELF: “Does your team use time wisely, get the right activities accomplished?
7. Get Better – be a constant learner.
ASK YOURSELF: “Does your team strive to improve?”
8. Confront Reality – draw out the “undiscussables”.
ASK YOURSELF: “Is there an ‘elephant in the room?'”
9. Clarify Expectations – revisit expectations often.
ASK YOURSELF: “Are assumptions the norm?”
10. Practice Accountability – hold oneself & others responsible.
ASK YOURSELF: “Are goals revisited? Celebrated?”
11. Listen First – listen before speaking.
ASK YOURSELF: “Does the team listen to one another well?”
12. Keep Commitments – under promise, over deliver.
ASK YOURSELF: “Are you focused on the goal?”
13. Extend Trust – demonstrate desire to trust first.
ASK YOURSELF: “Is the team suspicious?”
Leaders who take time, effort and energy to develop their teams will increase not only trust but bottom-line business results. The 13 Behaviors transcend profit, non-profit, education, and government organizations. For insights on how I have re-engineered trusting teams contact me for case studies and illustrations. I’d be delighted to share!
Scott Morrell
www.scott-morrell.com
Filed under: Board Development, Conflict Management, Leadership, Problem Employee, Professional Development, Team Development | Tagged: communicate effectively, Effective leadership, Feedback, Human resources, listen more than talk, Organizational Trust, Trust | Leave a comment »