Dysfunction 1: Absence of Trust

Absence of Trust resulting from Invulnerability

Synopsis:  If the members of the team can’t share their past experiences and present thoughts, they will not trust each other enough to honestly discuss future goals for the team.

Support:

“The first dysfunction is a failure on the part of the team members to understand and open up to one another” (Lencioni, 2002, p.43).

 

“Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal” (Lencioni, 2002, p.44).

“Teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability” (Lencioni, 2002, p.63).

“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony”         (Lencioni, 2002, p.91).

Members of teams with an absence of trust... (Lencioni, 2002, p.197)

• Conceal their weaknesses and mistakes from one another
• Hesitate to ask for help or provide constructive feedback
• Hesitate to offer help outside their own areas of responsibility
• Jump to conclusions about the intentions and aptitudes of others without attempting to clarify them
• Fail to recognize and tap into one another's skills and experiences
• Hold grudges
• Dread meetings and find reasons to avoid spending time together

Members of trusting teams... (Lencioni, 2002, p.197)

• Admit weaknesses and mistakes
• Ask for help
• Accept questions and input about their areas of responsibility
• Give one another the benefit of the doubt before arriving at a negative conclusion
• Take risks in offering feedback and assistance
• Appreciate and tap into one another's skills and experiences
• Focus time and energy on important issues, not politics
• Offer and accept apologies without hesitation
•  Look forward to meetings and other opportunities to work as a group

Suggested methods of increasing trust within a team: (Lencioni, 2002, p.198-200)

• Personal Histories Exercises - by learning about each team member on a personal level, team members are able to relate on a personal level, which builds trust.  These exercises do not have to be intense, they can be simple background informational activities.
• Team Effectiveness Exercises - through creating a list of strengths and areas each team member could work on, each team member is left with a list of positive attributes as well as positive, constructive feedback that they can use. Should be done in a controlled environment to ensure most effective, constructive feedback.
• Personality and Behavioral Preference Profiles - behavior/personality tools such as the Myers-Briggs Type Indicator help teams understand how each individual contributes and works in individual and team settings.
• Experiential Team Exercises - things like Outward Bound or various ropes courses can be valuable ways to encourage teamwork and trust both in and outside of the workplace.

What are some ways you have seen teams foster trust to avoid the dysfunction of "Absence of Trust"?
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