Team member trust is a big deal. Consider how important trust becomes when considering team member performance in the handoff of strategy for execution. This factor is pivotal.
If your team has a record of faulty team work, flawed execution and less-than-stellar outcomes, chances are your trust in each other has been eroded.
How do you handle team member trust issues? Elegantly, diplomatically or dramatically?
Team member trust is built by understanding the value that each team member adds when creating high-value output.
Have you and your team been spinning your wheels? Here are three tips to get your team unstuck.
Team Member Trust Tip #1 – Address how the team – as a whole – intends to realistically deliver on promised outcomes. Invite everyone to become accountable for executing on their roles. Involve everyone on the team in the conversation. This is a big picture, yet realistic, conversation.
Team Member Trust Tip #2 – Address realistically how the team – as a whole – will pick up the slack if a team member drops the ball. This conversation is about all team members as a whole, not specific team members. This contingency plan makes everyone accountable to everyone else and makes your solution more robust. The given is that somebody – anybody – is capable of dropping that ball. Keep everyone’s focus objective, not personal.
Team Member Trust Tip #3 – Address how the team – as a whole – will realistically and proactively anticipate areas of external difficulty in executing the project or working together as a team to make your numbers. You now have your team’s feet on the ground. You are working together to discuss responses to supplier failure on your timeline and deliverables. You have eliminated the personal stuff and are focused on throughput and output.
No matter what side of the table you are on, business, technical, engineering, you-name-it, when the team as a whole considers their output as a whole, you can’t avoid working together. As a team.
Sure, you currently may not have complete team member trust and confidence in one another when you start out. Make a thoughtful reality check a continuous part of your team process. Grow your confidence in each other.
Consider the value of a healthy team that trusts one another on your company’s bottom line. It starts by addressing team member trust in a productive and realistic manner.
Babette N. Ten Haken is a management strategist and team-building leadership coach. She helps teams, startups and businesses who wrestle with unpredictable revenue streams. Her Workshops and Playbooks create more productive and profitable teams in healthier organizations. Her Playbook on leadership and business strategies, including tools, Do YOU Mean Business? is available on Amazon.com.