Posts Tagged ‘trust’

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Dysfunctional Delusions

November 28, 2016

If you want high performing teams, they have to be built first and foremost on a foundation of trust.  Patrick Lencioni cites the lack of trust as the first (of five) dysfunctions of a team.  The team members must feel that their other teammates will “have their back” when things get rough.  And as a manager or leader, that includes you too.  In fact, if you want to shift your organizational culture to a more empowered, trust-based culture, management must lead the way by demonstrating (not just talking about) the values and behavioral norms you want for the organization.

One key factor that trust is built on is consistency.  Are you consistent in your behavior?  Are you complimentary one moment and then arrogant or dismissive the next?  Are you puerile?  Vindictive?  People trust their leadership when the feel they know how you will react in various situations.  With trust they will feel they can bring issues to you for help when necessary without risking their positions.  If your behavior varies significantly, your teams realize they cannot understand what your reaction to any given problem will be.  They won’t feel safe to be honest with you.   In other words, they won’t trust you.

And if you think you can behave one way in front of your teams and another in private, you are deluding yourself.  When it comes to sensing duplicities, people seem to have x-ray vision.  They are very good at detecting such contrary behavior.  And when they do, trust may never develop.

To be a true leader you must build trust.  Otherwise your teams won’t progress and you’ll remain simply a taskmaster.

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The Baker’s Dozen of Coaching Leadership

May 11, 2014

1. Be Dedicated – to your client, your team, yourself. Commitment builds trust.
2. Be Curious – about your profession, your client, other fields. Learn continuously. If you think you know it all, you have limited your potential.
3. Be Humble – no matter how successful, smart, or well-known. Arrogance destroys relationships.
4. Be Energetic – Do you bring energy into the room or do you drain the life out of it?
5. Be Engaged – Your client doesn’t value an aloof advisor who provides little value.
6. Be Perceptive – See their gifts. Does your team have cheerleaders (encouragers), pragmatists (guides), jokers (morale builders), dreamers (visionaries)? Leverage these soft abilities as much as hard skills.
7. Be Empathic – See their needs. Be sure to serve their actual needs, not yours.
8. Be Resourceful – When your team has no answer and neither do you, take the initiative to go find a new option or approach for them that may be useful.
9. Be Uplifting – Don’t criticize the doubtful, the non-believers. Encourage and uplift them.
10. Be Persistent – when you hear “we’ve always done it this way”. You are a change agent. You can’t sail the seas when you are tied to the dock.
11. Be Resolute – Reject rejection. Take the high road. Repay your critics with kindness, service, and understanding.
12. Be Fun – Celebrate with your teams whenever they succeed, big or small.
13. Be Caring – Remember, they are not assets or resources. They are real people. With real lives. Just like you.

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