A Quote by Patrick Lencioni
Achieving vulnerability-based trust (where team members have overcome their need for invulnerability) is difficult because in the course of career advancement and education, most successful people learn to be competitive with their peers, and protective of their reputations. It is a challenge for them to turn those instincts off for the good of the team, but that is exactly what is required.
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Trust is the confidence among team members that their peers' intentions are good, and that there is no reason to be protective or careful around the group. In essence, teammates are not comfortable being vulnerable with one another.
On a team, trust is all about vulnerability, which is difficult for most people.
Healthier team members get a bigger food discount. We give our sickest team members an option to go through what we call the Total Health Immersion, where we take them off for a week, and we do intensive diet-and-lifestyle education.
If we write our laws and design them around the most privileged members of society, i.e., billionaire football team owner, then we forget about the people who don't have the same resources to make an appeal, to fight a wrongful accusation. Those tend to be members of the LGBT community and people of color because those are the people who tend to engage in the work of reappropriation to subvert discrimination. And yet those are the same ones being denied, based on their own identities.
Teams use trust as currency. If it is in short supply, then the team is poor. If trust abounds, the members of the team have purchase power with each other to access each others’ gifts, talents, energy, creativity, and love. The development of trust then becomes a significant leadership strategy. Trust creates the load limits on the relationship bridges among team members
I learnt from an early age this need to delegate responsibility out to other team members as there is just too much for one person to do themselves. What is the point of hiring talented team members if you don't give them the freedom to make the most of the chance you have given them?
When overpowering authority or leadership intervenes in a team, it can affect the team by (1) throwing the team off track, (2) decreasing the motivation of the team, (3) reducing the commitment of the team members, and (4) causing more problems than solutions.
One of the most awesome things about sports, particularly team sports, is that everything you need to do to be successful on the playing field carries over directly into life. In a team sport you have to learn how to work together, to set goals, and then work toward those goals in a productive way. You learn to be responsible and you learn how to not only depend on others, but also be independent so you can support others.
It's hard to win in the league, because every team is good, they got players on their team. A lot harder than high school. It's competitive, and that's what I most love about it.
We can find athletes. The biggest challenge is personality. It's finding charisma. In most sports, they tell you to turn down the personality. Look like everyone else on the team. It's the team; it's not you. In this, it's the opposite. It's you, not the team. We want you to become the big star.
Team members need to feel trusted and valued, and micromanaging communicates the opposite. Founders who are prone to manage every detail of their businesses will ultimately kill themselves as well as lose the support of team members. Learn to delegate key tasks and give credit.
Team members have to be focused on the collective good of the team. Too often, they focus their attention on their department, their budget, their career aspirations, their egos.
In order to be successful you need to have a good team with a good core, so my whole thing is that I was always encouraging my teammates, and I try to lead them by example to play together, to play as a team.
Study and keep your attention on whatever it is you're going into. Build a good team. The team needs to know what it's doing They need to be people you can trust and people you can work well with.
When you are not playing, you need to train harder. You need to keep faith. And when you come into the team, you have to do exactly what your team-mates are doing to help the team achieve something.
In an improv group and a successful work team, the members play off one another, each person's contributions providing the spark for the next. Together, the improvisational team creates a novel emergent product, one that's more responsive to the changing environment.
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