A key component of team performance is trust – if trust is not there then your team will not function properly.
What do you mean by trust?
We are not talking about whether or not I can trust that you will arrive on time for work today or even if I can trust that you won’t steal my laptop as you leave the office.
Trust in the context of team performance is about being able to be open with teammates whether that be sharing concerns about a course of action, challenging a colleague for missing a collectively agreed target or confiding in team mates that you think you need some help to complete a task.
This kind of trust enables a team to work together more effectively.
How can I build trust in my team?
Initially, building trust in your team can be achieved through fostering a greater individual and group awareness. Helping your team to become more aware of and then value each other’s different working styles through the use of behavioural or psychometric tool is a simple first step to building trust in your team. Some examples of behavioural and psychometric tools on the marketing include Everything DiSC, Myers Briggs Type Indicator, Belbin Team Roles and Insights Discovery.
Many of these tools provide a framework for your team to begin to more effectively reflect on, discuss, utilise and even laugh about each other’s working styles.
Once you’ve successfully created a language around behaviour you effectively equip your team to enjoy more constructive debate as well as openly discuss each other’s strengths and weakness through the lens of your chosen tool.
How do I put this into practise?
In the second part of this journey (to really embed a new behavioural or psychometric tool’s language within your team) you need to close PowerPoint, roll your sleeves up and work on something together. It’s not rocket science!
An appropriate team building exercise or business simulation is a simple way of working together and seeing the strengths and dysfunctions of your team play out under classroom conditions. If you’ve got the behavioural or psychometric language element in place you’ll find that for the first time your team will be able to effectively self-analyse and begin to formulate practical strategies for coping with the working styles present thus making your team far more effective.
Speak to your Human Resources or Learning & Development Officer to find out which behavioural and psychometric tools have previously been used within your organisation. Very often Senior Leadership Team members have used these tools in the past and usually have one in particular that resonates with them. Also you are more likely to get sign off on investing in your team if similar investments in a particular tool have been made elsewhere within your organisation.
With respect to the second part i.e. the practical element – why not hijack the annual team away day budget? Having fun together once a year is important for your team’s cohesion but why not underpin whatever fun activity you’ve chosen with your new team language and reflect on the different behaviours and approaches in your team to the tasks on offer?
If you do not have these resources in-house and would like support on the application of a behavioural or psychometric tool to your team or you’d like help underpinning your next team event with a new team language then we’d be delighted to help you nurture a more effective team.