Effective Teamworking – Trust building

by | Mar 12, 2012 | Team Building links, Appreciative Inquiry, Employee Engagement, High Voltage Leadership, Team activities, Teamwork Events, Teamwork ideas, Teamwork Strategy

Effective High Performance Teamworking Tips

With The new science of Happiness at Work TM we know that happier people are more productive and provide greater value to the organisation, and help make High Performance  teams.

Building effective teamwork and a productive team is always a team building challenge in the workplace.

Creating ways to monitor and measure team development effectiveness is also a challenge and is necessary if you are going to get the Team Effectiveness development project sponsor (C-level) to define what they see as great value in teamworking development.

We have a variety of assessments like The New science of happiness at work TM , Culture Scan, Workplace Burn-out, CASTLE, Resilience, Stress, Trust Levels etc to enable you to get a REAL picture of how your team is running and what areas require development and attention.

Based upon our extensive team rebuilding and effective trust building experience and research, we have created a variety of positive, appreciative inquiry style approaches and Team Effectiveness questions to discover specific areas of positive impact potential in building a REAL effective team

One primary area for improving workplace culture and performance is the area of team TRUST.

This weeks Team Building with Appreciative inquiry to increase your teams’ effectiveness.

A workplace culture will be the overarching influence on a teams level of trust to start. Next… the leadership style influence and then the influence of management and immediate supervisors.

And then the individual reactions and responses to the prevailing team dynamics will sculpt the teams level of trust.

In most of our research we find that the average teams level of trust settles at around 2,3,4,5,6 out of 10. Seldom have we discovered high levels of trust – automatically created in a workplace or team culture.

Usually the team leader has consciously created the team cohesion and team culture intensionally.

One version of trust and its dimensions we use in our team effectiveness building workshops includes

  • Intention
  • Credibility
  • Concern
  • Competence
  • Confidence

 

Depending upon how a person assesses the situation or the person based upon the following criteria… trust will either be increased or decreased… Wither way based upon a very rapid scan of a persons memory banks, feelings and present state… trust will either be exercised or not…

Trust can be defined in multiple ways. One of the most simple ways to measure trust is to make sure it can be observed behaviorally

Team Trust – The ability to rely upon other team members to be truthful and to do as they say/promise to do, and to follow agreed/established rules, procedures, workplace culture customs and practice.

Score your present and ideal team trust level below…

1=perfect/ideal trust ; 10… ZERO trust ; 0 or somewhere in between.

1-2-3-4-5-6-7-8-9-10

What would it take to move your team trust levels just 1 point higher on the scale?

What would the benefits and productivity improvements look like?

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http://www.lifemasters.co.za High Performance Teams  – optimise your People, Teams, Leadership and Culture to thrive in tough times with #AdaptAgility