O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.
Creating trust in teams
Building teams that excel
We build teams that excel
Working at all levels of the organization: strategic, teams,
individual skills
Why are we here?
If I were to tell you...
...there are only 5 ways in which you can definitely screw
your team up...
… Teamwork begins with trust. And
the only way to do that is to
overcome our need for
invulnerability ...
Patrick Lencioni
The 5 dysfunctions
Patrick Lencioni’s model
for team development
All models are wrong...
… For such a model there is no need
to ask the question "Is the model
true?". If "truth" is to be ...
It starts with...
How does it work?
There are 5 main observed
dysfunctions on a team and
they are related in causality.
Like links on a chai...
How does it work?
Each builds on top of
the other creating a
negative spiral of
dysfunction.
Absence of trust
Absence of…
Trust
There are 5 main observed
dysfunctions on a team and they
are related in causality.
Team members quickly and genuinely
apologize to one another when they say or
do something inappropriate or possibly
damagi...
Fear of conflict
Absence of…
Trust
Fear of…
Conflict
There is no trust so they don’t want to
feel exposed.
Conflict occurs...
Absence of…
Trust
Fear of…
Conflict
Team members are passionate and
unguarded in their discussion of issues.
Team meetings...
Lack of commitment
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
People tend not to follow through with
what w...
Self assessment time
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
Team members know what their peers
are work...
Avoidance of Accountability
Avoidance of…
Accountability
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
People ...
Avoidance of…
Accountability
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
Team members call out one another’s...
Inattention to results
Avoidance of…
Accountability
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
Inattention
...
Avoidance of…
Accountability
Absence of…
Trust
Fear of…
Conflict
Lack of...
Commitment
Inattention
to…
Results
Team member...
Check your score
Absence of trust
Today we will be looking more closely at the base of the
pyramid. We want to look at:
What is trust?
How ...
Trust
The base for everything
Guess which team has trust issues...
Members in TEAM A
Conceal their weaknesses and mistakes from
one another
Hesitate to ...
What is trust?
Types of trust
Quick trust
Trust that is based on:
Competence
Openness
Integrity
Reciprocity
Types of trust
Deep trust
Trust that is based on:
Compatibility
Goodwill
Predictability
Well-being
Inclusion
Accessibility.
Essential ingredients of trust
Competence
Openness
Integrity
Reciprocity
Compatibility
Goodwill
Predictability
Well-being
...
Individually:
Take a moment to read through the list provided in your handouts.
In pairs:
Comment with your partner which ...
Can you guess which one?
There is one ingredient missing
Leaders/Coaches and Trust
The most important action that a leader must take to encourage the
building of trust on a team i...
Holding the team
As a team or group “coach” a big
part of the job is to create that safe
space where the team/group can
wo...
Leaders/Coaches and Trust
Sometimes we do the opposite without even noticing:
Teasing people for being vulnerable
Reprisal...
How do we create
trust in a team?
How do we create trust?
How do we create trust?
Some general guidelines:
Hold the group and make them feel safe.
Align and educate about trust and...
Let’s do an exercise
Appreciative Inquiry
Ap-pre’ci-ate, v.,
1. valuing; the act of recognizing the best in people or the world around
us; affi...
Appreciative Inquiry
In-quire’ (kwir), v.,
1. the act of exploration and discovery.
2. To ask questions; to be open to see...
Appreciative Inquiry
Appreciative Inquiry is about the coevolutionary search for the best in
people, their organizations, ...
Objectives of the exercise
Focusing on positive experiences of things that work
Getting team members to talk about their o...
Tips for the exercise
Keep the discussion focused on positive previous examples of what
actually works in reality
Don’t le...
Reflection (individually)
Describe a time when you were part of a team that had a high level of trust
and respect among it...
Split in groups of...
Reflection (in groups)
Now share the experiences of high level of trust you have
had in previous teams with your partners ...
Take some time to
walk around...
Split in groups of...
Proposal (in groups)
Use the identified themes and topics to prepare a proposal
on how this team could work together.
Reme...
Read your proposals out loud
and with enthusiasm… :)
Exercise
A bit of analysis
Exercises and analysis
Let’s take a look at the exercises we did and discuss how what
we did relates to the ingredients of...
Appreciative Inquiry
Icebreaker
Closing
We saw...
A bird’s view of the 5 dysfunctions of a team model: TRUST, CONFLICT,
COMMITMENT, ACCOUNTABILITY, RESULTS.
Self ...
Thanks :)
contact@smokingbrains.com
@teamsthatexcel
+34.615.96.80.96
jrhuerta@smokingbrains.com
@jrhuerta
+34.615.96.80.96...
Building teams that excel - Creating trust in teams
Building teams that excel - Creating trust in teams
Building teams that excel - Creating trust in teams
Building teams that excel - Creating trust in teams
Building teams that excel - Creating trust in teams
Próximos SlideShares
Carregando em…5
×

Building teams that excel - Creating trust in teams

1.359 visualizações

Publicada em

Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.

  • 7 Sacred "Sign Posts" From The Universe Revealed. Discover the "secret language" the Universes uses to send us guided messages and watch as your greatest desires manifest before your eyes. Claim your free report. ▲▲▲ http://scamcb.com/manifmagic/pdf
       Responder 
    Tem certeza que deseja  Sim  Não
    Insira sua mensagem aqui
  • 7 Sacred Signs from the Universe, learn more... ♣♣♣ https://tinyurl.com/y6pnne55
       Responder 
    Tem certeza que deseja  Sim  Não
    Insira sua mensagem aqui
  • Hello! Get Your Professional Job-Winning Resume Here - Check our website! https://vk.cc/818RFv
       Responder 
    Tem certeza que deseja  Sim  Não
    Insira sua mensagem aqui

Building teams that excel - Creating trust in teams

  1. 1. Creating trust in teams Building teams that excel
  2. 2. We build teams that excel Working at all levels of the organization: strategic, teams, individual skills
  3. 3. Why are we here?
  4. 4. If I were to tell you... ...there are only 5 ways in which you can definitely screw your team up...
  5. 5. … Teamwork begins with trust. And the only way to do that is to overcome our need for invulnerability ... Patrick Lencioni
  6. 6. The 5 dysfunctions Patrick Lencioni’s model for team development
  7. 7. All models are wrong... … For such a model there is no need to ask the question "Is the model true?". If "truth" is to be the "whole truth" the answer must be "No". The only question of interest is "Is the model illuminating and useful?"... George Box
  8. 8. It starts with...
  9. 9. How does it work? There are 5 main observed dysfunctions on a team and they are related in causality. Like links on a chain...
  10. 10. How does it work? Each builds on top of the other creating a negative spiral of dysfunction.
  11. 11. Absence of trust Absence of… Trust There are 5 main observed dysfunctions on a team and they are related in causality.
  12. 12. Team members quickly and genuinely apologize to one another when they say or do something inappropriate or possibly damaging to the team. Absence of… Trust Team members openly admit their weaknesses and mistakes. Team members know about one another’s personal lives and are comfortable discussing them. Self assessment time
  13. 13. Fear of conflict Absence of… Trust Fear of… Conflict There is no trust so they don’t want to feel exposed. Conflict occurs but it tends to be passive aggressive. Lots of triangulation… Ex. people come and see you after the meeting to disagree...
  14. 14. Absence of… Trust Fear of… Conflict Team members are passionate and unguarded in their discussion of issues. Team meetings are compelling, and not boring. During team meetings, the most important—and difficult—issues are put on the table to be resolved. Self assessment time
  15. 15. Lack of commitment Absence of… Trust Fear of… Conflict Lack of... Commitment People tend not to follow through with what was discussed or worse, they commit passively.
  16. 16. Self assessment time Absence of… Trust Fear of… Conflict Lack of... Commitment Team members know what their peers are working on and how they contribute to the collective good of the team. Team members leave meetings confident that their peers are completely committed to the decisions that were agreed on, even if there was initial disagreement. Team members end discussions with clear and specific resolutions and calls to action.
  17. 17. Avoidance of Accountability Avoidance of… Accountability Absence of… Trust Fear of… Conflict Lack of... Commitment People don’t hold each other accountable. They see it as someone else’s responsibility. Usually delegating to higher authority.
  18. 18. Avoidance of… Accountability Absence of… Trust Fear of… Conflict Lack of... Commitment Team members call out one another’s deficiencies or unproductive behaviors. Team members are deeply concerned about the prospect of letting down their peers. Team members challenge one another about their plans and approaches. Self assessment time
  19. 19. Inattention to results Avoidance of… Accountability Absence of… Trust Fear of… Conflict Lack of... Commitment Inattention to… Results People put individual results over team results or get easily distracted.
  20. 20. Avoidance of… Accountability Absence of… Trust Fear of… Conflict Lack of... Commitment Inattention to… Results Team members willingly make sacrifices (such as budget, turf, headcount) in their departments or areas of expertise for the good of the team. Morale is significantly affected by the failure to achieve team goals. Team members are slow to seek credit for their own contributions, but quick to point out those of others. Self assessment time
  21. 21. Check your score
  22. 22. Absence of trust Today we will be looking more closely at the base of the pyramid. We want to look at: What is trust? How can we develop trust in our teams? Experience some of the tools ourselves If we have time… more... Avoidance of… Accountability Absence of… Trust Fear of… Conflict Lack of... Commitment Inattention to… Results
  23. 23. Trust The base for everything
  24. 24. Guess which team has trust issues... Members in TEAM A Conceal their weaknesses and mistakes from one another Hesitate to ask for help or provide constructive feedback Hesitate to offer help outside their own areas of responsibility Fail to recognize and tap into one another’s skills and experiences Waste time and energy managing their behaviors for effect Hold grudges Members in TEAM B Admit weaknesses and mistakes Ask for help Accept questions and input about their areas of responsibility Give one another the benefit of the doubt before arriving at a negative conclusion Take risks in offering feedback and assistance Appreciate and tap into one another’s skills and experiences
  25. 25. What is trust?
  26. 26. Types of trust Quick trust Trust that is based on: Competence Openness Integrity Reciprocity
  27. 27. Types of trust Deep trust Trust that is based on: Compatibility Goodwill Predictability Well-being Inclusion Accessibility.
  28. 28. Essential ingredients of trust Competence Openness Integrity Reciprocity Compatibility Goodwill Predictability Well-being Inclusion Accessibility.
  29. 29. Individually: Take a moment to read through the list provided in your handouts. In pairs: Comment with your partner which of these elements you think your current team is very strong in and which of them not. Why? Essential ingredients of trust
  30. 30. Can you guess which one? There is one ingredient missing
  31. 31. Leaders/Coaches and Trust The most important action that a leader must take to encourage the building of trust on a team is to demonstrate vulnerability first. This requires that a leader risk losing face in front of the team, so that subordinates will take the same risk themselves. What is more, team leaders must create an environment that does not punish vulnerability.
  32. 32. Holding the team As a team or group “coach” a big part of the job is to create that safe space where the team/group can work. People can not feel safe if there is no trust, so it is imperative that as a coach/team lead you work to create that environment.
  33. 33. Leaders/Coaches and Trust Sometimes we do the opposite without even noticing: Teasing people for being vulnerable Reprisals for failing Individual bonuses
  34. 34. How do we create trust in a team?
  35. 35. How do we create trust?
  36. 36. How do we create trust? Some general guidelines: Hold the group and make them feel safe. Align and educate about trust and what it represents in their team. Encourage sharing personal stories. Promote understanding of personalities, skills, strengths, weaknesses. Help them provide effective feedback.
  37. 37. Let’s do an exercise
  38. 38. Appreciative Inquiry Ap-pre’ci-ate, v., 1. valuing; the act of recognizing the best in people or the world around us; affirming past and present strengths, successes, and potentials; to perceive those things that give life (health, vitality, excellence) to living systems 2. to increase in value, e.g. the economy has appreciated in value. Synonyms: VALUING, PRIZING, ESTEEMING, and HONORING.
  39. 39. Appreciative Inquiry In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask questions; to be open to seeing new potentials and possibilities. Synonyms: DISCOVERY, SEARCH, and SYSTEMATIC EXPLORATION, STUDY.
  40. 40. Appreciative Inquiry Appreciative Inquiry is about the coevolutionary search for the best in people, their organizations, and the relevant world around them. In its broadest focus, it involves systematic discovery of what gives “life” to a living system when it is most alive, most effective, and most constructively capable in economic, ecological, and human terms.
  41. 41. Objectives of the exercise Focusing on positive experiences of things that work Getting team members to talk about their own experiences Story-telling Identifying common themes the team can use to build trust Generating a healthy and lively debate
  42. 42. Tips for the exercise Keep the discussion focused on positive previous examples of what actually works in reality Don’t let the discussion focus on past failure Be sensitive to different types of experience from team members All positive experiences the team can use going forward are valuable Feeling positive about past experiences will help the team feel positive about future challenges
  43. 43. Reflection (individually) Describe a time when you were part of a team that had a high level of trust and respect among its members and from those outside the team. How were trust and respect built and communicated? What made it possible to establish trust in this group? Use your handouts to take notes and use the questions to help
  44. 44. Split in groups of...
  45. 45. Reflection (in groups) Now share the experiences of high level of trust you have had in previous teams with your partners and and take notes of the main elements on a flipchart. Use your handouts to take notes and use the questions to help
  46. 46. Take some time to walk around...
  47. 47. Split in groups of...
  48. 48. Proposal (in groups) Use the identified themes and topics to prepare a proposal on how this team could work together. Remember: Avoid abstract statements. Always have a concrete example to support an idea or suggestion and make sure that plans are rooted in the real, lived experience of the whole team.
  49. 49. Read your proposals out loud and with enthusiasm… :)
  50. 50. Exercise A bit of analysis
  51. 51. Exercises and analysis Let’s take a look at the exercises we did and discuss how what we did relates to the ingredients of trust we discussed earlier. What did we do? ⇒ Which elements it affects
  52. 52. Appreciative Inquiry
  53. 53. Icebreaker
  54. 54. Closing
  55. 55. We saw... A bird’s view of the 5 dysfunctions of a team model: TRUST, CONFLICT, COMMITMENT, ACCOUNTABILITY, RESULTS. Self assessment Trust What is trust. Types of trust. The essential ingredients. An Appreciative Inquiry exercise to develop trust.
  56. 56. Thanks :) contact@smokingbrains.com @teamsthatexcel +34.615.96.80.96 jrhuerta@smokingbrains.com @jrhuerta +34.615.96.80.96 José E. Rodríguez

×