December 13, 2011 6:30 AM
It has been established that a team leader's ability to create a high level of trust within their team plays a critical role in team effectiveness and sustained levels of team performance. A leader's ability to develop a culture of trust over time within their team is central to enhancing or impeding the teams ability to work effectively together. Behaviour that supports higher levels of trust should be included as an important factor within the performance review process.
A questionnaire identifying strengths and developmental needs, supported by meaningful feedback specifically focused on the leader’s trust behaviours, promotes a greater understanding and elevated awareness of the importance of this role within the business. This process also provides actionable information and insight, measuring where leaders currently stand on the level of trust they have within their teams enabling them to recognize and change their own behaviour to promote trust more effectively.
Leadership behaviours that support higher levels of trust amongst team members are:
Knowledgeable and experienced in the area of work that the team is involved in.
Understands the bigger picture and is able to explain it so that others can make sense of it.
Readily shares information important to the team and clearly communicates in a transparent and unambiguous way.
Keeps team members informed about important decisions that affect their work.
Clearly communicates shared goals and objectives to the team.
Keeps promises and commitments, and is honest and truthful.
Does not focus just on their own success, at the expense of the team.
Admits mistakes, and apologises when appropriate.
Will accept help and support from team members.
Actions clearly demonstrate they depend on team members for there own success.
Willing to listen, learn, and encourages feedback .
Is genuinely concerned about the welfare of the team, and provides understanding and empathy when appropriate.
Makes every effort to understand each persons priorities and interests.
Recognises achievements and rewards performance.
Behaviour is consistent over time, and in different situations.
Acts in a rational and dependable way and is reliable,steady, and dependable under pressure.
Clearly defines roles and responsibilities, and provides clear and consistent direction.
Encourages people to speak their mind even when unpopular views are expressed.
Allows for individual initiative and innovation.
Does not judge negatively when people make genuine mistakes.
Listens and responds positively to ideas and opinions.
Treats team members as equals.
Creates a strong sense of team spirit by encouraging people to contribute to key decisions.
Shares successes with all team members, not just certain individuals.
Do not hide their feelings and make an effort to get to know team members on a personal level.
Able to give constructive criticism and feedback in a respectful way, when it is necessary.
Originally posted on Team Performance Solutions Blog
Russ Nachbar is a Business Performance Specialist focused on profitability. With over twenty years of extensive experience in business and people development, Russ founded Team Performance Solutions to "offer businesses the access to tools and an easy to use proven system that enhances performance in business, ultimately making businesses more profitable."
Posted by Sue Ansell at December 13, 2011 6:30 AM
Categories: General Project management