Issue #6 - September 5, 2007

Hello:

I hope you enjoyed a fun-filled and relaxing (but fruitful) summer! I took a couple of months off from my newsletter while I traveled to Florida and the Oregon Pacific coast - the extremes of hot and cool! 

 

Please enjoy this month's topic of Trust. And, make sure you sign up for the November 2 workshop, Dealing With Conflict, by September 21 to receive a 25% discount.

 

 

 Owner, Synergy Builders

 

Contents:

1. TRUST – Building the Foundation of Group Consciousness, Collaboration, and a High Performing Team

 

2. Dealing With Conflict, November 2, 2007

        September Special: Pre-registration Discount!

 

Do you trust new people on your team right away, or do they need to earn your trust? 

 

There is neither a “right” nor “wrong” answer to this question, and in practice it is a bit of both. And, the potential to quickly build group consciousness and collaboration within a team environment is in a large part determined by the level of trust within the group. Today’s leaders and team members must understand the importance of trust-building, becase in today’s fast-paced environment, where change is the norm and projects need to be completed quickly, strong, effective, high performing teams need to be formed quickly.

  

What the Experts Say

 

Peter Drucker: "...'we' gets the credit. This is what creates trust, what enables you to get the task done.

  

Mr. Robert Kenny, author of “Change Your Work, Change Your Life: The Transformative Power of Reflective Practice and Inspired Action,” is a management consultant who has found considerable evidence that group consciousness can foster a high level of synergy among people.  Examples of high performing teams that exhibit strong trust relationships and group consciousness are: jazz ensembles, teams engaged in risky activities requiring a high degree of physical coordination, semi-autonomous teams in organizational settings, and groups with a high commitment to a mission. 

  

In these kinds of groups, members feel strongly connected and view themselves as interdependent parts of a larger team or effort.  They develop a genuine trust of the group members and concern for their well-being and for the productive functioning of the group as a whole. According to Kenny, these groups can perform tasks fluidly, efficiently, cooperatively, and in coordination. 

  

Mr. Brian Muldoon, author of “The Heart of Conflict,” has years of experience in the area of conflict resolution and observing cooperation in groups and organizations.  He says that groups that are highly engaged in a common project let go of their individual frame of reference and begin to think on behalf of the whole. 

  

When two or more people are concerned with both the outcome and the relationship they have set the stage for collaboration.  This is the point where trust is high and fear is low, and both the creative and logical parts of the brain can be used to full advantage through collaborative processes.

What is Trust? 

In practice trust is both an emotional and a logical act. Emotionally, you expose your vulnerabilities to people while believing they will not take advantage of your openness. Logically, you assess the probabilities of gain and loss, calculating expected utility and conclude that the other person will behave in a predictable manner.

"I trust you..." because I have both: 1) experienced your trustworthiness, and, 2) have faith in human nature.

 

How Do You Know You Trust Someone? 

We feel trust. Emotions associated with trust include companionship, friendship, love, agreement, relaxation, and comfort. It often involves our intuitive sense – rather than citing specific examples of past trustworthy behavior, we may say, “I just feel that I can trust him.”  Be aware, however, that trusting completely without any basis can naivley lead you into a false sense of security.

Coaches Corner - Building Team Trust

Ok, so you get that trust is important to collaboration, and therefore, team performance.  So how can you help your team become both more trustful and trustworthy? 

First, it is important that the team leader(s) exhibit trustworthy behavior!  You cannot expect the team to show trust if the leader does not. It is improbable that the leader will receive trust when he does not give it. If trust is "demanded" in a heavy handed way, back-door deception will most probably occur, as shown in behaviors such as destructive gossip, slacking-off or sloppy work, and even theft. 

Second, with a new team, be up-front and explicit about the need for trust and your expectations of yourself and others in this area. At your "forming" (first) meetings point out examples of trusting behavior in others to reinforce this behavior, and ask for examples from others.

Third, if there is a specific person on your team who has shown untrustworthy behavior, trust can be re-built.

Here is a six-step process:  

1) Have a critical conversation with this person. Explain how important it is for everyone to trust each other as this will affect the success of the project and the team.  Be specific about past behavior and performance, and about how this has affected the team. Cite the times of trust and the times where trust has been affected. Also provide examples of when this person has been trustworthy. Be prepared to be shown examples of your own untrustworthiness!  

2) Ask if they are willing to work with you (and other team members if needed) to redevelop trust. Express your belief that you can work this out together and that you will support the person.   

3) Start with small steps, for example, agreeing to be on time for meetings.  

4) Write down any agreements and specific behaviors, both yours and the other person’s. Include how the agreement will be monitored. Agree to hold each other accountable, and what “accountable” means. Consider how to celebrate the conclusion of your agreement. Both of you will sign and date this agreement.  

5) Meet regularly (as scheduled in your agreement) and hold each other accountable.  

6) Celebrate the accomplishment of your agreement!

So What?

So learn about trust, how it works and how to build it, and re-build it when necessary. If you do it well, other people will give you their best, and you will become part of a collaborative, high-performing team!

 

Need some coaching?  I am available to help leaders have critical conversations with their team members.  Call me at:  (512) 263-5521.

 

Do you have some questions or thoughts about this?  Your own experiences? Send me a note:  inquiry@synergybuilders.com. 

REGISTER NOW FOR THE NOVEMBER 2, 2007 WORKSHOP ON

"DEALING WITH CONFLICT - IN THE WORKPLACE OR ANYPLACE!"

 

25% DISCOUNT to everyone who pre-registers by September 21 (I must receive your call or email by 6:00 p.m., September 21).

Wherever there are two or more people, conflict will occur, and whether it is a business-related issue or a personal disagreement, how you deal with these conflicts will affect your relationships, your personal, team, and organizational effectiveness, and your project and business outcomes.

The next public workshop on Dealing With Conflict is November 2, 2007 in Austin, Texas.

 

CLICK HERE FOR FLYER (pdf)

 

Registration is due by October 12, 2007.

To register:

Telephone: (512) 263-5521

or Email:  inquiry@synergybuilders.com