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The TEAM Approach
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When something goes seriously wrong, it’s often first announced by subtle signals. The two of us are living proof of how important it is to listen and a
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Most of what you know about dealing with people is wrong. In this interview, FBI lead hostage negotiator Chris Voss explains how to be persuasive.
The TEAM Approach's insight:
In our work with "The Five Behaviors of a Cohesive Team" based on Pat Lencioni's work, we spend a lot of time on understanding Trust, Vulnerability and Empathy. This article is a quick look at some of the things we do wrong when negotiating (which is what a lot of leadership and trust-building is about) from the perspective of an FBI negotiator. Key quote: “He who learns to disagree without being disagreeable has discovered the most valuable secret of negotiation.” I believe that concept touches a lot of what we do in developing trust.
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The TEAM Approach's insight:
The concept of vulnerability keeps coming up. As we have found in Wiley's Five Behaviors of a Cohesive Team, being open and honest with team members is critical in building trust. I guess people want to know that the folks they work with are human just as they are. We all make mistakes and we all need to hear the truth. But another point in this article that is only recently getting notice is the concept of bias. As a member of the NeuroLeadership Institute I have been following some of the journal articles on breaking bias and believe this is an area we will want to give serious attention. You may find, like I did, it is a fascinating topic.
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Self-disclosure is an important leadership trait that relates directly to trust. Here's how to self-disclose without having to bare it all.
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This is a good article on how conversation can work for or against you in the workplace. The words we choose and how we use them are more important than we might think. In our work with teams we encourage them to be more open and "vulnerable" with each other. The tips here can be very helpful when building workplace trust.
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A good story can make or break a presentation, article, or conversation. But why is that? When Buffer co-founder Leo Widrich started to market his product through stories instead of benefits and bullet points, sign-ups went through the roof. Here he shares the science of why storytelling is so uniquely powerful.
The TEAM Approach's insight:
In The Five Behaviors of a Cohesive Team, our new team development model from Wiley, Patrick Lencioni, the author of The Five Dysfunctions of a Team (the Wiley program is based on his book) suggests a Personal Histories exercise as a way for team members to become more vulnerable with each other. This vulnerability, he contends, is the basis of real trust. We have conducted this exercise numerous times and have been amazed at the power of the short stories people tell each other about their childhood. This article sheds some light on why the exercise works the way it does. We long to connect with other human beings, and telling stories about our lives is a great way to open that connection.
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Every scandal is an opportunity either to strengthen the national fabric through the process of contrition and forgiveness or to further shred it.
The TEAM Approach's insight:
As I read this op-ed I immediately related it to the problem of trust and betrayal in the workplace. This "Act of Rigorous Forgiving" is something that needs to be taught and practiced in work settings since they are, in the best sense, a community. We all do things which destroy trust from time to time. We are all in need of forgiveness. Spend a few moments pondering Brooks note on "re-trust" found at the end of his article - As Martin Luther King Jr. said, trust doesn’t have to be immediate, but the wrong act is no longer a barrier to a relationship. The offender endures his season of shame and is better for it. The offended are free from mean emotions like vengeance and are uplifted when they offer kindness. The social fabric is repaired. Community solidarity is strengthened by the reunion.
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Trusting relationships between lawyers facing increasing competition, decreasing loyalty and the never-ending need to prove credibility have never been more important.
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I like adding the factor of Adjustment which places more emphasis on personal decision in forming, or even rebuilding, a trust relationship.
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Changing a single amino acid in the diet can change human behavior dramatically
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Perhaps work teams should begin their day with a community breakfast in order to kickstart mutual trust.
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The TEAM Approach's insight:
The idea of vulnerability seems to be key in any discussion of trust. With all of the online learning taking place this seems to be an important article.
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When something goes seriously wrong, it’s often first announced by subtle signals. The two of us are living proof of how important it is to listen and a
The TEAM Approach's insight:
Lack of trust on a team acts a lot like cancer does in our body. The Reina's are right on target.
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According to the dictionary, em·pa·thy is “the intellectual identification with or vicarious experiencing of the feelings, thoughts, or attitudes of
The TEAM Approach's insight:
In the DISC model, empathy seems to be most natural with the S style and, most needed by them as well. In workshops with leaders I find that lightbulbs seem to come on when we explore this concept as it relates to all styles. It is probably the basis for Acceptance which is a key to building trust.
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Research shows you'll do better work if you take more down time.
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The more I read on brain research the more interesting it becomes. Some things, such as this, seem obvious but it is nice to get scientific support.
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Our colleague Reed Esarove shared this article forwarded by his wife Tammy. Agreed with every point. Here you go: 11 Ways to Build Trust By Jon Gordon Trust is one of the essential ingredients to b...
The TEAM Approach's insight:
Interesting to read Howe's list and find, once again, the behaviors in the SOAR model. Do you see them? Straightforward, Open, Accepting, Reliable.
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What does scientific research say about building a great team? Here are insights from numerous studies that can help you assemble a group of top performers.
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The last item on the list relates to trust.
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The TEAM Approach's insight:
Key quote in the article from Brené Brown - Brown describes vulnerability and authenticity as lying at the root of human connection. And human connection is often dramatically missing from workplaces.
Our work often takes us into the realm of building community at work. Community implies connection. As social animals we are wired for connection. It is great to see articles like this one addressing this issue.
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The TEAM Approach's insight:
I am very happy when I find articles like this espousing the merits of empathy. In our work with teams, and building trust, empathy is rarely mentioned but obviously a factor. A climate of trust requires the feeling that team members have the best intentions when relating to each other; they care about the well-being of each other. How do you show this? Empathy!
This author also talks about A-teams being curious. Current brain research suggests that we think more creatively, and can be more curious, when we are in a safe environment. When the brain senses a threat the options are narrowed in order to flee or fight. All of this should encourage us to pay attention to empathy if we want to build a culture of trust.
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But what exactly is trust? For many of us, it’s one of those “feel” terms that are hard to define.
The TEAM Approach's insight:
Key quote in this article - "Trust cannot exist in a vacuum. It is a bilateral relationship that requires two to tango. ". Once again, the power of connections and even the importance of communication and being vulnerable. Yes, integrity and ability are important, but the people we really trust are those who accept us and provide what many are now calling psychological safety.
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What role does trust play in employee engagement? It’s a fairly large one, according to this Towers Watson research. The study cites leaders’ ability to
The TEAM Approach's insight:
Good content and suggestions but missing a key characteristic that has an effect on each of these - vulnerability. Being human, each of us will screw up from time to time and violate one of these five actions. So, how well you admit your mistake can go a long way to building trust. Of course, developing a pattern of being vulnerable helps. If people know you are doing your best and that you are willing to admit it when you don't live up to those standards, chances are they will forgive you. And, by the way, you need to forgive them when they miss the mark as well.
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There is something about listening to music, or playing it with other people, that makes you feel connected to those around you. Even science says so.
The TEAM Approach's insight:
The connection between music and oxytocin is particularly interesting. Wondering how to incorporate that into team building projects.
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Christine Day joined Lululemon Athletica in 2008 and helped the yoga-inspired athletic apparel maker grow by trusting her employees to make decisions.
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Great example of the implementation of trust by a leader.
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Sex is a boom and bust way to get your oxytocin
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The relationship between trust and touch is an important one. Can workplace trust benefit from this understanding?
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Trust is your company's most valuable asset for creating loyal customers and employees. Here's what it takes to ensure your business is trusted.
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Many good links in this article.
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Neuroeconomist Paul Zak contributes to the Drucker Exchange, a blog about management and leadership based on the ideas of Peter F. Drucker.
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Innovation is a team sport so it really makes sense that trust would be a key element.
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OK, let’s sit and think about this for a minute. Mr. Atkins is dead. And, no, Carol, we can’t go to the police. Why? Because this wasn’t an accide...
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Sometimes you have to have some fun with a topic. Perhaps this is why I have always stayed away from trust building "games".
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Diversity is finally getting beyond discussions of race and gender to include experiences, talents, and ways of thinking. I’d like to add another type of diversity to the conversation - virtues."
The TEAM Approach's insight:
This ties nicely to the work we do with both Adventures in Attitudes and DiSC.
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Lack of trust on a team acts a lot like cancer does in our body. The Reina's are right on target.