-Rick Conlow
Can you think of a team that you worked with, where it didn’t really seem like work, where you enjoyed the workday, and where teammates listened to and inspired one another to obtain results?
We’re happy to share that we did experience this; team members shared common goals, the good of the team was viewed higher than that of individuals, and differing opinions were encouraged and debated in a healthy manner resulting in a high-performance work culture.
Sadly, not everyone has had this opportunity.
We’ve shared Patrick Lencioni’s requirements for having a successful team and satisfying team needs, but they are worth sharing again (extracted from his book The Five Dysfunctions Of A Team).
TRUST – A team needs to be comfortable with being vulnerable with each other about their weaknesses, mistakes, fears, and behaviors.
CONFLICT – A team needs to share their passions and disagree, and challenge and question one another.
COMMITMENT – A team buys into important decisions (even if they initially disagree) once all ideas and opinions have been considered.
ACCOUNTABILITY – A team does not rely on their leader to be the primary source of accountability but rather deals with their peers directly.
RESULTS – Teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are more likely to put aside their individual needs and focus on what is best for the team as a whole.
We’ve also been told there is a need for inclusion, cohesiveness, and feeling valued.
Do you think your team would agree that their needs were being met? Ask them to be sure!
Sincerely,
We’re happy to share that we did experience this; team members shared common goals, the good of the team was viewed higher than that of individuals, and differing opinions were encouraged and debated in a healthy manner resulting in a high-performance work culture.
Sadly, not everyone has had this opportunity.
We’ve shared Patrick Lencioni’s requirements for having a successful team and satisfying team needs, but they are worth sharing again (extracted from his book The Five Dysfunctions Of A Team).
TRUST – A team needs to be comfortable with being vulnerable with each other about their weaknesses, mistakes, fears, and behaviors.
CONFLICT – A team needs to share their passions and disagree, and challenge and question one another.
COMMITMENT – A team buys into important decisions (even if they initially disagree) once all ideas and opinions have been considered.
ACCOUNTABILITY – A team does not rely on their leader to be the primary source of accountability but rather deals with their peers directly.
RESULTS – Teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are more likely to put aside their individual needs and focus on what is best for the team as a whole.
We’ve also been told there is a need for inclusion, cohesiveness, and feeling valued.
Do you think your team would agree that their needs were being met? Ask them to be sure!
Sincerely,
Mike and Jan
If everyone is moving forward together, then success takes care of itself.–Henry Ford