Do your teams trust each other enough?

Teams are defined as groups of people who work together to achieve a common goal, and who are dependant on each other to deliver it.

Many teams in companies however don’t fit this definition because they are nothing more than people brought together to deliver and this does not make a team. There is a lack of trust and rapport that enable them to truly work towards the shared goals

Abraham Maslow identified our need for ‘social belonging’ in the 1940s and in organisations this need can be met by being part of a team, because it creates a space where people can belong and feel connected.


Some leadership teams can end up becoming competitors.

As teams become so focussed on their businesses unit goals the common business goals can be forgotten. They become uncovered if other business units fail and thus the whole organisation suffers. Who’s heard sales blaming marketing, and visa versa, when the crap hits the fan, or targets are not met? Or maybe finance blaming HR for high recruitment costs due to leavers, when actually retention is everyone’s role in the business?

If Companies want to retain their top performers then need to leverage the need for a sense of belonging and support and nurture their teams to be more effective and work better together.

Patrick Lencioni wrote a great book on how to help teams work better together. Lencioni suggests that for teams to be truly effective they need psychological safety. In his book the 5 dysfunctions of a team he identified lack of trust as a key obstacle to effective team performance. However where they feel safe taking risks and being vulnerable in front of each other – Trust is can help speed things up, so it is key teammates feel they are safe and supported by each other.

The 5 dysfunctions of a team

Fear of conflict and avoiding difficult conversations then follows. But you cannot have this without first having trust in place. Using Myers Briggs MBTI tools we can coach teams through these dysfunctions and help them become a tighter knit, more effective and happy collective.

In this we focus on the individual strengths of each member, which is key, whilst creating an environment where the individuals feel their values are shared.

Other factors helping teamwork include:

  • dependability to deliver
  • a clear structure-well defined goals and roles
  • having meaning so it is personally significant to each team member
  • having a positive impact and being purposeful.

Organisational structures and ways of working impact on teams.

When people belong to several teams trust can take time to build. Individuals may have one core team they feel they belong to, but many more teams they need to interface with in different roles in each. People need a ‘home’ team where they can talk openly. However leaders and individuals need to agree where this ‘home’ team is and who is part of it to ensure inclusion of all.

Have you ever heard of the term ‘going native’ when a regional team player stands their ground for ‘local’ issues? This is something I have come across in several matrix type environments. The individual may have several teams they work with and may actually feel or think like their local team is their ‘home’ team rather than a central function.

Teams are becoming more fluid.

Teams are becoming more fluid and therefore things are becoming more complex. Teams can consist of core and flexing team members with subject matter experts dipping in etc. The portfolio career/gig economy means individuals dip in and out of businesses too. This can lead to the teams being more diverse presenting both opportunities and challenges.

Changing teams

Companies need to manage this carefully – the need for team leaders is more important than ever. This person needs to move things forward, provide a link to the wider business and protect the boundaries of the team. This could be in the form of a project leader rather than a formal line manager but with the same levels of authority and skills.

Size matters.

The size of teams is key too. More than 150 and we will be unable to maintain stable relationships according to Robin Dunbar. Bigger than this and teams may fragment into smaller groupings and become too complex to operate.

Going techy

Globalisation and technology are 2 other areas that have affected team working. WiFi, Skype and digital communication means many professionals can do there job from just about anywhere in the world. This can include collaborative spaces, the home office or the local café for instance. Virtual teams and businesses are becoming more common, especially since the pandemic. This can offer even more challenges to get the teams right.

Lack of trust, communication barriers and a lack of a well defined team charter can lead to failure. Trust however is more important in virtual teams than those working in the same location if they are to succeed. Team development can be delivered through the same technology that enables virtual working.

So develop, encourage development and ensure great leadership. This is something most companies need to be considering. This is key in the challenge to retains your business stars. The sense of team and enjoying who we work with is a key component of retaining your top talent.

If you feel you may have a challenge with your teams working together why not get in touch and see how I can help.

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