#2 – PURPOSE
Key question: Do I understand why we exist as a team?
Is there clarity around our mission? Each member of the team must satisfy this next question to gain clarity before commitment.
Take the Time to Trust Your Team
The teams who perform the best
build and maintain a high level of trust.
Some call it Psychological Safety.
Your team can achieve new success and increased profitability by understanding these six essential steps to build
a High Trust Team.
Team Trust Model in ACTION
- The Team Leader owns the responsibility for creating a high performing team.
- The Trust ARROW represents the potential power of an effective team.
- On every team, each team member must answer some fundamental questions about their commitment to the team, consciously or unconsciously through their actions.
- The Leader’s job is to help team members answer the questions in a positive manner.
- Sharing this model with team members helps to surface the questions to a conscious level, moving the team forward more quickly and with less conflict.
- The circular layout represents the speed of forward progress; like a flywheel, gaining engagement, traction, and momentum.
- The model begins at the PEOPLE stage and moves clockwise. As each question is answered and as the team makes progress, members move to the next stage.
- It is not necessary for all team members to be at exactly the same stage at the same time for the team to make progress.
- However, a more individual alignment will generally yield better team results!
- The model is not time sensitive. It can represent the successful completion of an entire project or the successful completion of any daily activity in the life of the project.
- The higher performing the team, the faster they cycle through the model.
The model represents a process for managing others and is much more effective than conceptual training because a process presents a logical order making it easier to remember and replicate. This process shows managers what they should DO, not how they should BE.
Here are the 6 Steps
#1 – PEOPLE
Key question: Do I even want to be on this team? Each member of the team must satisfy this basic question before any other work can be achieved.
#3 – PLAN
Key question: How is this going to be done?
I understand the purpose of my team but tell me more about how we’re going to do this. Can I believe and connect?
#4 – PRACTICE
Key question: What drives the way we will do things?
What works and what does not? There should not be any artificial roadblocks in the way of team success.
#5 – PERFORMANCE
Key question: How will we measure success?
Fair and equitable performance evaluation and measurement are required. Today’s workforce demands better feedback and coaching from their leaders.
#6 – PAYOFF
Key question: What is the payoff for accomplishing everything we set out to do?
Are the rewards worth the effort. Rewards are not limited to monetary compensation. Think about recognition, pride, self-esteem, and other measures of achievement.
The BIG So What?
Leaders whose teams achieve maximum results in all six categories will experience greater team trust. Having an environment of high trust results in better performance overall.
Gaining Momentum
One big benefit of implementing this Team Trust Model is omentum!
As your team begins using these steps, you will see a distinct increase in positive activity and cooperation.
Your team will actually like working with each other again!
WANT THIS EXPLAINED
IN MORE DETAIL FOR YOUR TEAM?
Give me a call. This system has been implemented at world-class organizations and it can work for your business too.
Regardless of the size of your business, better team performance can produce positive and profitable results.
I offer a no-cost, no-obligation discovery call to meet and explore ways we could help. Let’s look at how Team Trust can help you. Just click below.