“Trust between team members is the foundation of high-performance teams.”
This trust is based on mutual respect. Aligned team members have boundaries that limit control and influence around work, also they assume the best intentions and behave as they think other members would. When team members behave this way, they feel comfortable enough to disclose their concerns and ask questions.
An organization’s culture influences whether team members feel they can trust each other. Culture is a set of shared values, beliefs, and behaviors that influence the way employees communicate with each other and the way they interact with customers.
When everyone in the team is “on the same page”, all team members are clear about what they are doing and why they are doing it and are committed to fulfilling their responsibilities to achieve the team’s goals. As a result, they become high performing teams.
There are three key reasons why teams fail to achieve alignment:
1. Team members do not understand what alignment really means.
2. Teams do not focus on getting into alignment on the two most important things on which they need alignment: Purpose and Values.
3. A lack of trust in the team prevents the team from having the robust conversations they need to have to get into alignment.
A survey that tracks these pitfalls along with some honest conversations on trust and what being aligned means for the team go a long way.
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- Do you find your work for the team meaningful?
- Does the team’s vision and values inspire you?
- Do others provide you with recognition for your accomplishments at work?
- Do you feel like your supervisor is invested in your success?
- Does our culture foster a comfortable, supportive work environment?
- Is leadership invested in and contributing to your culture initiatives?
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