Is trust a problem in your teams?
Four ways to increase the trust factor in your team
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1. EVALUATE YOUR TEAM’S PERCEPTION
A lack of trust, according to 55% of CEOs, is threatening the growth of their organization. It is less expensive to keep your best employees than to hire new ones. When you understand how your employees think, you will be able to ‘row’ in the same direction. Many companies have responded by focusing even more intensely on customer needs while also drawing on their own sense of purpose — what they stand for — to define a comprehensive view of how their team members work together to have a positive impact on their customers. When teams are intensely concentrating on customers, individuals have a tendency to deviate from their sense of purpose. Companies may face massive losses in fines and reputation unless someone within the team calls out the deviation, as seen in the Volkswagen emission scandal. Sometimes having that lone voice in the wilderness is essential to force the outlier back into alignment with the company’s sense of purpose.
Herrmann’s HBDI assessment is one instrument that may assist your team to analyze the thinking perspectives of its members.
2. BUILD YOUR TEAM ON THEIR STRENGTHS
Create a team dashboard to learn about the thinking preferences of yourself and others in order to create meaningful project outcomes. Strength-based work assignments can reduce employee burn-out. Marcus Buckingham’s StandOut assessment is one of the powerful tools we utilize to assist firms in developing strong strength-based teams. Teams that regularly use their strengths at work have proven to be highly productive every day, responsible for excellent customer satisfaction scores, and maintain a higher employee retention rate.
3. GET IN TUNE WITH YOUR TEAM
Only 19% of Millennials believe that the majority of people can be trusted. High-performing team members are more receptive to the perspectives and ideas of others, and they are more willing to work through differences. In our teams, trust is essential. Without it at the core, our equally trust-based work culture would crumble, bringing with it our freedom-based communities. It is at the heart of our existence.
Consider a team that has never been subjected to any kind of personal assessment prior to a session. If the team is new, you should expect a low degree of trust among the members. If you add a few more experienced members to the same team, you will find two distinct groups. Typically, the more experienced members would take up the air time. This could make younger and newer members of the organization feel as if they are missing out on prospects for advancement. We’ve seen such teams frequently encounter project delays, cost overruns, and scope creep. The Instinctive Drive System assesses the innate qualities of people who engage in several team activities. The four major drivers that this system will evaluate for your team members are the drives to verify, authenticate, complete, and improvise. Want a cost-effective solution for your team? Why not talk to us about what you want to achieve.
4. EXPLORE THEIR CREATIVITY
Executives believe that while organizations are good at executing on a few good ideas, they lack a sufficient pipeline of game-changers to bring ideas to commercialization. Individuals who are creative want the freedom to experiment and take risks. The next phase in your creative leadership journey is to assess how you achieve objectives, bring out the best in people, lead with vision, develop yourself, act with integrity and passion, and enhance organizational processes.
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