Patrick Lencioni points out in his book “The 5 Dysfunctions of a Team” confidence is paramount for a team to become extraordinary item. If there is no trust, team members have a need to protect themselves from others and dare not participate fully with their opinions and ideas.
Therefore, the lack of trust leads the team to fear of conflict, because people need a safe environment to express what we think and feel, and to collaborate with others, otherwise avoid conflict and we shut, which brings us to the next level: fail to engage with the team, and let us not imply making decisions.
The following dysfunction would, according Lencioni, the aversion to responsibility. Nobody wants to take responsibility for anything, and multiply effectiveness holes. The final result is the lack of focus on results, causing the top to another team or competition march. So the company, finally, would stay with the mediocre and probably begin its inevitable decline. Conclusion: it all starts with the lack of trust among people of a team.
The collaborative leadership, key paradigm in business and society that has emerged from the technological revolution, is based on creating a trusted environment. Leaders can only generate this space if transparent, if you constantly communicate expectations and decisions, if foster participation and decision making of the team members, if you focus on people as the basis for achieving results and not the reverse.
The 5 phases of collaborative leadership, as opposed to the model would Lencioni:
1. Create an environment of trust, where everyone can freely express their views without fear, ideas, emotions and needs.
2. Conflicts are dealt with security and transparency, to further deepen the trusted.
3. Team members are provided the ability to make decisions and responsibility.
4. All team members become leaders, collaborating including enriching and achieving much more than the sum of its parts.
5. Total Focus on results, it ends up being extraordinary, having completely cleared everything disturbs and distorts the team in the previous phases (conflicts, distrust, fears, individualism, diversity profiling, etc.)
Trust is not an abstract concept, is something that is earned with hard work and emotional intelligence. But it is something that can also be lost in a minute. Take care of your equipment and the results will come by themselves.
If you are interested in information about a collaborative development program Leadership for managers in your company, please contact us for more information.
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