Simon Sinek in “Together is Better” defines a “team” in the most apt manner.
A team is not a group of people who work together.A team is a group of people who trust each other.
A true masterclass.
Tag: Trusting teams
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Good teams vs Bad teams
Simon Sinek in “Together is Better” highlights the difference wonderfully.
Bad teams work in the same place , good teams work together.
A true masterclass.
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When ethics fade and culture erodes
Short term finite mindset leadership can result in ethical fading as well as erosion of organization culture.People lack trust , feel unsafe and hide information in the hope of benefits.
Frequent use of such tactics can lead to long lasting detrimental results for the organization as a whole.
In order to revive an organization back , infinite leadership focused on “trusting teams” is needed to make people feel safe and collaborate freely.
Thus time and time again we realize that trust based humane leadership is the last resort to revive an organization back from a quagmire.
Simon Sinek highlights these aspects in his book titled “The Infinite Game”
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Infinite minded leaders
These are leaders who exhibit the following characteristics:
1) Devoted towards advancement of a “just cause” , through hard work and patience
2) Have the ability to nurture “Trusting Teams” by creating a “Circle of Safety”.
3) Always put “will” before “resources” to create a great organization culture that avoids “ethical fading”.
Simon Sinek mentions about this in his book titled “The Infinite Game”.
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Which is more important – Performance or Trust?
Though both are equally important yet for surviving in an infinite game , organizations need to prioritize “trust” over “performance”.
Performance relates to IQ whereas trust relates to EQ.
A low trust environment spoils organization culture and should not be encouraged.Hence even though performance matters , yet since humans are social animals and work best as a group in trustworthy environment hence EQ i.e. trust ultimately dominates.
Simon Sinek mentions about the same in hos book titled “The Infinite Game”.
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What is meant by “Circle Of Safety”?
Based on the foundation of trust , leaders with an infinite mindset create a “Circle of Safety” where the employees feel safe to the extent of being vulnerable to openly admit their weakness in the hope of collaboration.
In such an environment where trust precedes performance , performance would automatically follow since the employees would feel motivated to give off their best , unconditionally.
Simon Sinek brings out this point in his book titled “The Infinite Game”
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SHELL URSA and role of trusting teams
Simon Sinek in his book titled “The Infinite Game” makes a mention of SHELL URSA and highlights how as a result of having trusting team members the audacious project could turn into a grand success.
Shell URSA initiative was to drill as deep as three thousand feet below ocean level to extract oil.Not only was this a very audacious initiative but equally dangerous for the members involved in this task.
When the team members were taught the value of collaboration , made to feel safe in each other’s company they could express their vulnerabilities in the expectation that collaboration would save the day , come what may the situation.
As a result of trusting teams , encouragement of collaborative environment by Rick Fox , the project ran at 99% up time and production was 43% more than industry standards.
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Trusting teams
Teams are building blocks of any organization.When there is trust among individuals in a team , people care for each other , collaborate with each other which ultimately leads to high performance.
On the contrary when teams lack trust , results may be achieved at the expense of relationships and a healthy work culture.This may work out in the short term but in the long term may lead to disastrous consequences.
Simon Sinek in his book titled “The Infinite Game” , highlights the difference between “Trusting” teams and “transaction” oriented teams.
The table below enlists some of the most importance differences to showcase the need to having “trusting teams” for playing an infinite game.
Trusting Teams “Transaction” based Teams Trust based relationships make each of the member feel safe to express vulnerabilities. Relationships purely transaction oriented with no importance attached to trust. Collaborative environment since trust is a biological constant. Members “love” their jobs. Competitive environment where members are willing to fake, lie and be deceitful for hike, rewards etc. Members at best “like” their jobs. Nurtured by leaders with an infinite game mindset Mostly nurtured by leaders who are short term goal oriented e.g. having finite mindset Environment we associate with most of the iconic and high performance organizations e.g. Apple , COSTCO etc. Environment we associate with short term goal and result oriented organizations