How do you use the Lencioni model to build trust and accountability in your team?

Creating an environment where everyone feels safe to express their opinions is crucial. By empowering my team, I ensure that all voices are heard and valued.

We need to move beyond the headlines and move with the evolving world, counter uncertainty. The Lencioni foundation of trust is speedily shifting faster. Leaders we believed in, and the institutions we expected to demonstrate it. Leaders of the organisations are no longer interested in fostering trust to teams, teams are on their own leaders are battling for power and titles. Institutional disconnection is the crux of the matter or the commitment to make an impact to our life’s. Dysfunctionality happens, How do we resolve the paradox of trust to build trust in Teams: My perspective? 1.Honesty 2. Transparency. 3.Humility/Empathy 4. Integrity. 5.Accountability 6. reliability 7. Collaboration. 8. Communication. 9. Consistency 1o. Authenticity

To build trust and accountability in your team using the Lencioni model, focus on creating a strong foundation of trust, encouraging healthy conflict, fostering commitment, holding team members accountable, and driving results. This comprehensive approach ensures that each team member feels valued and responsible, leading to a cohesive and high-performing team.

Part 1: Lack of trust: Trust is a lead's foundation for implementing a collaborative work environment. As a lead you can build trust between you and your team members when proving that you got "each other's backs". Conflicts: Show your team that conflicts can happen and are natural occurances at a work place. Provide insights of how you deal with conflicts and provide support in how to navigate through them. Understand that conflicts at a work place often trigger insecurity because a job is the core of financial stability. Lack of Commitment: Keep your word. Commit not only to the company but also to your team, the same way you want them to commit to you.

Leaders go first to model the behavior, create a safe container for others to express themselves, and set the tone to be vulnerable. Everyone answers the same questions and adds their experience to the conversation. Understanding why we do what we do and how it impacts our team from an open mindset has to be modeled from the top. Game changer for communication on teams.

Start by building trust within your team, as the Lencioni model emphasizes. Encourage openness and vulnerability, allowing team members to share their strengths and weaknesses without fear. Trust forms the cornerstone of effective teamwork, enabling members to rely on each other and work collaboratively towards common goals.

Part 2: Avoiding Responsibilities: Don't shy away from taking and assigning responsibilities as it increases the overall quality of the work. Responsibilities not only help people to grow but also give a team direction in case a lead operates with it in a professional manner. No goal-oriented mode: Set goals, track them, follow them and of course celebrate achieving them. It increases your team's morale and empowers them.

Embrace conflict as a vital component of the Lencioni model to build trust and accountability. Create an environment where team members feel safe to express differing opinions and engage in constructive debates. Healthy conflict leads to better decision-making and fosters a culture of openness and respect.

Managing emotions and intervening when necessary ensures that conflicts remain productive. I highlight the positive outcomes of conflicts to show how they contribute to team performance and individual accountability.

Foster commitment by ensuring that every team member is heard and involved in the decision-making process. When individuals feel their input is valued, they are more likely to commit to the team's goals and strategies. This commitment is crucial for building trust and driving collective accountability.

Asking them to indicate what they will do, when, and how they will measure their progress creates a sense of ownership and responsibility. We regularly review and update these commitments, monitoring performance and adjusting as necessary. This practice not only keeps everyone focused on the goals but also promotes a culture of transparency and continuous improvement.

Hold team members accountable by setting clear expectations and regularly reviewing progress. Use the Lencioni model to establish mutual accountability, where team members hold each other responsible for their contributions. This shared responsibility reinforces trust and ensures that everyone is aligned with the team's objectives.

Aligning everyone's efforts and leveraging the team's strengths and diversity ensures that we are all working in the same direction and using our skills effectively. Regularly seeking feedback and acting on the suggestions received is also essential. This creates an environment of continuous improvement and innovation, where everyone feels valued and involved in the process.

Focus on results by setting measurable goals and tracking the team's progress. The Lencioni model emphasizes the importance of results-oriented teamwork, where each member's performance contributes to the overall success. By maintaining a results-driven approach, you ensure that the team remains focused, motivated, and accountable.

The Lencioni model- Five Dysfunctions of a Team, is a powerful framework and some additional advantages could include: 1. Safe Environment: Ensure a psychologically safe environment where team members feel comfortable expressing ideas and taking risks without fear of judgment or retribution. 2. Promote Transparency: Ensure transparency in decision-making processes and share information openly. 3. Feedback Culture: Establish a culture of continuous feedback where constructive feedback is given and received regularly. 4. Mentorship: Establish mentorship programs to guide and support team members’ growth. 5. Adaptability: Be willing to adapt strategies based on feedback and changing circumstances. Finally, Celebrate Achievements!