Posted in Leadership
Reliability – do you do what you say you’re going to do?
Intimacy – how open and honest are you? Do you share personally?
Self-Orientation or as I prefer to think of it Self-interest – do you take actions for yourself?
You can see how by altering any of those variables your own trustworthiness can go up & down.
For teams, the model that I love is Lencioni’s from 'Five Dysfunctions of a Team'. For an effective team there is a need for Trust as a foundation for all the others to build on. Based on Lencioni’s model, if a team doesn’t have Trust then healthy Conflict can’t happen, there is a lack of Commitment, less Accountability and less attention to Results.
As in the following diagram & following the pyramid up, if there is a lack of trust then there is likely artificial harmony, ambiguity, lower standards with more ego and status.
- 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
- Focus time and energy on important issues not politics
- Offer and accept apologies without hesitation
- Look forward to meetings and other opportunities to work as a group
I’m sure you can see teams that have operated like this and perhaps others that haven’t!
Claire Palmer is a highly experienced and accredited executive and career coach, coach supervisor and mentor, and the founder of Claire Palmer Coaching. For over 18 years she has been coaching clients through transformational change whether personal or professionally. She works in the UK and internationally, both face to face and over the phone. She is a Master Certified Coach with the International Coach Federation (ICF).