TRUST BUILDS RESILIENT TEAMS, NOT TOOLS

Does your team “get going when the going gets tough”?

This proverb points out that “tough” people work harder to overcome a challenge when a situation gets difficult (tough = resilient).

A team that “gets going” carries on collaborating, despite misunderstandings or miscommunications that cause potential conflicts.

Change can be a potential conflict, especially when complex.

As a team leader, it’s tempting to look for a shiny tool to help your team navigate a complex change, for example.

Tools offer teams a simple color, number or code that can help people understand each other and manage differences.

For a resilient team, however, priority number 1 should be building trust, not using an over-engineered tool.

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Don’t get me wrong, there are some great tools out there – I’m licensed in several.

When helping people understand differences in a team, I turn to the Meyers Briggs Type Indicator (MBTI).

Gallup’s Strength Finder helps me empower a team to spread its wings and fly.

Nevertheless, they require brain power to absorb more information – some tools are complex in themselves.

ONE BIG conclusion after working closely with people for almost 30 years - people need more simplicity in their life, not more complexity.

As for bringing out the best in people, magnifying what they already do well is a great staring point.

When approaching change, for example, I lead with the very human Paradoxical Theory of Change which says:

“Change happens when becoming what you are, not something you are not”.

Nevertheless, there is no 1 tool designed to build the trusting relationships that are crucial to navigating complex change.

When there is a miscommunication, for example, trust allows people to look past the potential conflict and give their colleague “the benefit of the doubt” - to believe something good about someone, rather than something bad.

Furthermore, trust also prevents people from jumping to conclusions or assuming the worst.

In this article I present 3 steps to help people build trust in order to navigate complex change, etc.

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BUILD TRUST. FACILITATE CHANGE.

1.  Create a safe and trusting environment where others feel free to be their true selves and are motivated to grow and develop.

Connect with them - get to know them on a human level, including their ambitions but also fears and concerns.

Show and tell them that you value them at every opportunity.

2.  Engage them in your vision (for positive change) and invite them to follow your lead, showing the benefits and addressing any fears along the way.

Tell them how they can specifically help you realize your common vision (make it shared!).

Lead the way and speak the truth, even when hard – respect if you do, toxic resentment later if you don’t.

3.  Aim to understand their strengths and weaknesses, helping raise awareness and supporting them to develop when needed.

Help them raise awareness through regular feedback exchanges (essential for your growth, too).

Find out in what areas they’re motivated to develop and co-create a development plan.

Incidentally, if you’re open to their ideas, they’ll be open to yours.

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CHANGE MADE HUMAN

If you believe common Change Management rhetoric, 70 % of change initiatives fail.

This isn't a shock when you consider that change is often thrust upon people rather than asking for their involvement. 

The key to implementing successful change is to involve the workforce in the change from the very start – you reduce resistance when people know the risks and benefits up front.

These 3 steps and supporting behaviors are powerful because they each lead with the human touch. 

This build trusts – the key ingredient for a resilient team.

So connect deeper with your relationships and start practicing the human touch in all your activities, especially complex changes.

For my help developing these behaviors for you or your team, drop me a note and we’ll set up a time to connect.