Are you a team leader in your organization, but you've been frustrated
with the team building activities, and you're just feeling that they
don't have lasting results?
Well you will understand that building trust within your teams is one
of the most crucial activities that are going to move your
productivity and innovation forward because your team members are the
most value creating and value sustaining assets to have.
So that's why team building is so important, but the reason why team
building activities don't happen, don't really work, right, and we all
know what they are.
They could be spending a couple of days in a retreat doing these
activities, balancing on a beam, or maybe catching each other as you
fall backwards, activities like that and many others that I've seen in
corporations.
The essence of why they don't work is because they're not a reflection
of real issues at work.
They are contrived, they are artificial and they don't reflect the
real environments of the workplace.
And so a lot of organizations are spending, investing a lot of
resources, a lot of capital, a lot of personnel and time into these
team building activities.
And although they have good intentions, the intentions are to build
collaborations.
The intentions are to deepen relationships within the teams, but
usually the effect that it has is quite not the way that it was
intended.
Right?
I'm hearing a lot of feedback from these person, these team building
activity that sometimes these activities can feel very awkward for
participants, or they can feel like there's no relevance to it, or
they can feel quite bored by activities and so on.
And they can, they, they don't see the lack of the, the, the relevance
to their issues and how it's going to solve their, the conflicts
they're experiencing in the teams.
So in this video, what I want to share with you is how do you build
trust within your teams effectively so that you can lead with
confidence and that your team members can respect your leadership as
well.
And these are the principles of leadership.
I'm not going to share with you tactical things on how do you have
team building exercises or what some exercises you can lead your team
through.
Those are just the tactics and tactics don't always work.
And so I'm going to be sharing with you principles based teachings on
how can you build trust.
So let's go.
So just a fair warning as we proceed that I am not about to share
conventional wisdom with you.
If conventional wisdom was what you're looking for, then this is not
the right video for you because conventional wisdom is what you see on
the internet.
It's what everybody else is doing with, with respects to team building
exercises.
And I'm not here to share conventional wisdom.
So moving forward, these are the principles of building trust.
And if that's you and you're still here, then I acknowledge you for
being here.
So let's move forward.
When, when it comes to building teams within your workplace as an
executive or a team leader and beyond the essence is to know that
there are two types of trust in any given relationship.
It doesn't matter if it's with your supervisor or your stakeholders or
your partner in life, or your friends or your children.
There's two types of trust, human trust.
And the two types of trusts is we have task based trust and we have
relationship based trust.
When it comes to task-based trust, this is what most people are
familiar with.
Task-based which means are you going to do what you say you're going
to do?
And are you going to do it in the time that you said you're going to
do it?
Are you, do you really have the skills you say you do?
And are you really going to help me with what you say you're going to
do?
So those are task-based trust.
And we're all familiar with that.
The problem with the going back to the team building exercises is that
it has such a high emphasis on task-based trust.
However, the way that team building activities are trying to draw out
the trust is irrelevant to the real work situations.
It's irrelevant to the real work environments and the issues at hand.
So task-based trust is only one type of trust and mind you, every
individual is different for some individuals task-based trust is more
important for others it's relationship-based trust.
So what is that?
What's relationship-based trust?
Relationship based trust is for example, did I share a meal with you?
Have I had an opportunity to observe how you treat your parents, your
mother, your own mother, and your partner?
Have I had an opportunity to really have a personal conversation with
you to share a meal with you as well?
Have you shared with me your personal values, your challenges, your
personal experiences in life?
Right?
So that is built on a relationship.
And so for some individuals, if there is a relationship there, then
there is trust.
What the other opposite of it is task-based trust.
If you do what you say you're going to do.
If you have the skills, you're going to say, if you help me with it,
then I trust you.
But with relationship-based trust, it's more like, well, have we had
an emotional connection together?
If so, then I trust you.
So these are the two basic basics of a human trust, which one is more
important, well, that depends on your audience.
And that's why it's important to know who are you building trust with.
Your members of your team, you're going to notice that some of them
tend towards the task based trust and some of them tend towards the
relationship based trust.
And some of them, it is a mixture of both.
So in your communications and the way that you build trust, that's why
the tactics don't always work.
Well, do they align with human nature?
And this is the basic principles of human nature with respects to
trust.
So moving forward, what do you do?
I'm going to share with you three keys on how you can implement this
in your teams.
The first principle is that mission creates alignment.
What is the mission of the team that you're trying to achieve?
The mission of your team should align with the mission of the
organization.
So be absolutely transparent in how you articulate the mission to your
teams and how they align with the individual values of your team
members as well.
So that is principle number one.
Principle number two is that transparency creates accountability.
So when it comes to transparency, what are you being transparent
about?
And there are key things that is important to be transparent about.
One of them is metrics.
How do we know that we're going to succeed?
How do we know how far we are?
And also the second thing is responsibilities.
Does every single team member of your team know what everybody else is
responsible for?
And do they know the progression that they have been making on a
weekly basis on a monthly basis?
And finally the other thing about being transparency transparent for
is what are our, what are the issues that are coming at hand?
Where are things that didn't work for us?
What are things that work well for us?
So when you have absolute transparency and you create that in your
team, you have, and you have accountability and you build trust.
And the final principle is that a great leader is one that leads by
example.
So how can you lead by example, there are certain things as a leader
that are important to you.
For example, what is important to you?
Is it then, is it meeting deadlines in a timely manner?
Is it reporting to you on a weekly basis?
So whatever it is, whatever those things that are important to you
lead by example, and you, in other words, you're not above it.
Lead by example of what is important to you.
So those are the three keys, the three principles on how you can build
trust based on the principles of two types of trust in human, in human
relationships.
So coming up next, I have a video for you.
These are the next video I have talks about five key traits of a great
leader and how you can implement those on your teams.
That's coming up next.
I'll see you there.