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Tag: Trusting teams

  • How to identify “Infinite minded” organizations?

    The three chief characteristics of organizations with an infinite mindset are as follows:

    1. The founders as well as the employees at each level are obsessed with advancing the Just Cause , the organization stands for.
    2. Since they are obsessed with their vision they are working to outpace themselves rather than the competition.
    3. The members form part of “Trusting Teams” engrossed in fighting together as a group to advance the vision.

    Needlessly to say , as a result of the same we do not associate micromanagement and internal politics in such visionary organizations.

    Adopted from Simon Sinek’s book “The Infinite Game”

  • When can a group do “remarkable” things?

    “The ability of a group of people to do remarkable things hinges on how well those people can pull together as a team.”

    Adopted from Simon Sinek’s book titled “Find Your Why”

  • Should “Team” just be a group of people?

    A team should not just be a group of people who work together.

    A team is a group of people who trust each other.

    This forms the basis of high performance “trusting teams” where team members feel safe to express vulnerability.

    Adopted from Simon Sinek’s book titled “Find Your Why”

  • “Work culture” & its two components

    Culture in any work environment is a function of two essential components:

    1) Values & 2) Behavior

    A value system is nurtured by the leadership.If the value system encourages a long term infinite mindset it has a wonderful effect and makes people feel safe and encouraged.The vice versa is true as well

    The value system inculcated and nurtured has a direct impact on behavior of employees.If the value system is strong it leads to trusting teams where the behavior is that of co-operation and collaboration.If the value system is weak and short term oriented , people mistrust each other , hide information and micromanagement dominates.

    Thus culture has a huge role to play in getting best out of employees

    Adopted from Simon Sinek’s book titled “The Infinite Game”

  • What is common between John Sculley and Kevin Rollins?

    Adopted from Simon Sinek’s book titled “The Infinite Game”

    The iconic leaders Steve Jobs and Michael Dell led with an infinite mindset and took them to the level where Apple and Dell respectively are today.

    But when Steve Jobs was replaced by John Sculley and Michael Dell was succeeded by Kevin Rollins they caused huge damage to the work culture and environment of these iconic companies.

    The damage caused by leading with a finite short term mindset landed the companies in a terrible mess that forced the respective authorities to reinstate these iconic leaders to their rightful positions.

    Time is witness as and when an iconic company has suffered a setback due to finite minded leaders , infinite minded leaders have introduced trust to bring back the company to its growth trajectory.

  • The DNA of “innovative workplaces”

    Adopted from Simon Sinek’s book titled “Together is Better”

    Innovative workplaces are nurtured by visionary infinite minded leaders.

    These are made up of “trusting teams” where employees trust each other and feel safe in each other’s company.The collaborative atmosphere emanating out of the safe environment encourages members to gel together as a team and make innovation happen getting rid of the feeling of failure.

  • Why building relationships in a workplace stand out?

    Adopted from Simon Sinek’s book titled , “Together is Better”

    Finding excitement at work from events such as meeting a goal , getting a promotion result in a hit of the addictive chemical named “dopamine” which is short lived , temporary.

    Building trusting relations , quality of such relationships that help us overcome every obstacle en route winning together as a group , give us feelings of long lasting fulfillment.This gives us true “oxytocin” driven long lasting fulfillment.

    Needlessly to say to we as humans , relationships always matter

  • When “expressing vulnerability” is the most powerful feeling

    Adopted from Simon Sinek’s book titled “Together is Better”

    Being vulnerable means admitting we dont know something , we made a mistake and hence ask for help.

    If we work in a team or organization with a strong work culture , among others with whom we feel safe , expressing vulnerability seems to be the most powerful feeling in the world.

  • What goes into forming “high performing teams”?

    Adopted from Simon Sinek’s book titled “The Infinite Game”

    Trusting teams are those which are based on the foundation of trust.People trust each other , collaboration is a byproduct and people feel free to express their vulnerability.

    Biologically human beings are hardwired to protect outselves.When we do not feel safe feeling of mistrust results and performance gets hampered.

    High performing teams are those where people trust each other , are willing to protect each other’s interests and are willing to give their blood sweat and tear to advance a just cause.

    Trusting teams are pioneered by infinite minded leaders willing to take the requisite risks to create the right environment

  • Willingness to express vulnerability

    Adopted from Simon Sinek’s book titled “The Infinite Game”

    Trusting teams are those where the members feel safe under an infinite minded leader.Collaboration is the key snd the members are willing to give their blood , sweat and tear to advance a just cause.

    When members work in Trusting Teams , they feel safe to express their vulnerability.Feeling safe to raise hand and admit mistakes , brings out the best in the team members.