Patrick Lencioni, the world’s great reference in content about high performance teams, proved over a decade ago that high performance is only possible when there is a high level of trust among the team’s professionals as a foundation. From this, it is possible to put the points of view in a constructive and transparent way, generating commitment going beyond the minimum necessary effort, a truly owner attitude, resulting in superior deliveries.
But what happens when teams lack confidence?
Trust is responsible for increasing intimacy, credibility, consistency and decreasing self-orientation in teams. The lack of it has catastrophic consequences for the business. Discover 7 indicators and find out if your team has shaken confidence!
When confidence at work is lacking, professionals:
- They hide their weaknesses and mistakes from each other. They are hesitant to ask for help or provide constructive feedback.
- They fail to offer help outside their areas of responsibility. They only do what they need to fulfill, what is on paper, without any stimulus or desire to go beyond.
- They jump to conclusions about the intentions and aptitudes of others without seeking to clarify them first. In these cases, “I think” takes precedence over “I will ask”. As a result, gossip, hurt and veiled disagreement predominate, without the concern to check the information and fill in gaps with what is real.
- They fail to recognize and exploit each other’s skills and experiences.
- They waste time and energy managing their behaviors for effect. This happens rather than focusing on important issues, not politics.
- They hold grudges. Much is hidden under the rug, facts are lied to or omitted, and little is sought to resolve misunderstandings. In this scenario, even if someone wants to do something different, they will find barriers and lack of openness to act.
- They dread meetings and find reasons to avoid spending time together. Which leads to a greater distance from the team, undermining collective constructions.
On the other hand, when there is trust at work, professionals:
- They admit weaknesses and mistakes;
- They ask for help;
- They accept questions and comments about their areas of responsibility;
- They give each other the benefit of the doubt before coming to a negative conclusion;
- Take risks in providing feedback and assistance;
- Appreciate and build on each other’s skills and experiences;
- They focus time and energy on important issues, rather than politics;
- Offer and accept apologies without hesitation;
- They look forward to meetings and other opportunities to work in a group.
- These behaviors increase the sense of the collective and of belonging, providing security and motivating the team.
Understand your team’s momentum
There are situations where you know at the start that confidence needs to be worked on. Are they:
- Newly formed teams;
- Dysfunctional teams;
- When the current culture favors silos;
- The team has a low level of performance.
If your team falls into any of these situations, it’s time to work on your skill level, before it’s too late!
Published in January 2022.