In our work with assisting teams move from groups if high performing individuals to high performance teams, we have have found that Trust is the foundation. When it is present then the other elements of a HPT can be developed, however when it is not then no matter how much you work you will never create a HPT.
The problem is that we all think we are trustworthy.
It’s true for you isn’t it? You are trustworthy. It’s those other people that are not. In fact, when we work with teams this is the lowest rated element in the HPT Assessment. How is that possible? One reason may be that although their are some universal truths about what we would all deem ‘untrustworthy’, ‘trust’ is not arrived at the same way for everyone. There are actually some words that will cause a person to NEVER trust you. The challenge is that those words are different depending who you are speaking to!
The good news is that there is a way of breaking the code. When working with a consistent team, you have the additional benefit of being able to observe people over time and determine what to do – especially when you perceive a relationship is going (or has gone) bad.
Breaking the code.
The first thing you must do to break the code is to recognize our own bias in the way that we judge others. That’s right. You’re biased. Not in an evil way – you just have a very specific way that you see the world. People that see the world much as you do will tend to get more of the benefit of the doubt from you, and those that do not – well you get the picture.
Understanding your own bias.
In order to understand your own bias, we need to take a quick test. Let’s say that someone you do not know very well is trying to convince you to trust them on a recommended course of action: Which of the following words would be cause you to raise your eyebrows and be less likely to move forward:
If they said:
In my opinion…
This is a sophisticated solution…
We should play to win…
This is a revolutionary way to proceed…
While none of the above may be very convincing to you, there are probably one or two that would turn you off more than the others. Those statements will be more likely used by individuals that you will have a bias against.
And the statements that you did not react as negatively to? These are the ways that we are more likely to utilize to attempt to convince others.
The bottom line is this: At a subconscious level do not trust people that use certain language patterns, and at the same time we utilize very specific language patterns when we trey to be persuasive.
In order to increase trust within a team, we need to be aware of the different ways that people interpret what we say. The good news is that this entire process is easy for a team to engage in.
/wp-content/uploads/2018/08/HPT-Foundation-Teamwork.jpeg7201280Andrew Oxley/wp-content/uploads/2018/05/logo-1.pngAndrew Oxley2018-08-23 14:32:562019-02-06 14:15:23The Foundation of High Performance Teamwork: Trust