Tom Flick’s Post

Certainly, confidence as a leader is necessary to ensure the trust of your team.

Certainly, confidence as a leader is necessary to ensure the trust of your team.

15 simple ways to Appreciate Your Team.

How to hold your team accountable without feeling unreasonable

The Lencioni Model for best teams. Did you already know? It is confirming all we know but never seen in an organised model. In whatever team we are, it all starts with Trust. I love trust, humbleness, ... We all need it and want to be trusted. However, the next seems to be my weakest asset: fear of conflict. And this creates dysfunctional teams. Even if I am 200% commited, accountable, bringing great results, ... the fear of real conflict will limit the team ... how to change. #teamwork

Which team is most important to you? The team you are a member of, or the team you lead? I’ve just spent two incredibly productive days with my peer group, who all work in a Team #1 approach. I look after the team I lead by adopting this completely. Here is a brilliant video that explains the concept in more detail. #teamdynamics #leadershiplessons #oneteam #patricklencioni

Who is your Team #1 It’s probably not who you think. A common theme for senior leaders I coach is the challenge of working cross-functionally. It’s a hot topic, full of frustrations: trying to get results with people who they have no authority over, who have their own priorities and who they didn’t choose to work with (unlike their direct team).  In this is an oldie but a goodie video from Patrick Lencioni (author of many books including ‘The Five Dysfunctions of a Team’), he drops some truth bombs about who is your Team #1 and why.   Questions I ask leaders after we watch the video: 🔦 What percent of your time should you be investing outside of the function you lead?  As you get into more senior roles, the answer is usually ‘more’. 🔦 If you’re hanging out with your team instead of investing with peers, what are you avoiding?   🔦 How healthy or strong are your relationships with the peers you need to get important work done with?   🔦 If the answer is ‘not great’, what’s the cost of that for you? Them? Your team?   🔦 What would your peers say it’s like to try and work with you? Leaders, what helps you lean in to cross-functional work?  https://lnkd.in/gfJxtgAw Like this content? I write about all things leadership, expanding into opportunities and being original.  📌 Click my name + follow + 🔔

🎥 Few years ago I came across a video that deeply resonated with me. It delved into a topic I'm incredibly passionate about: building a cohesive, high-performing team. 💡 The insights were based on #PatrickLencioni 's model, which identifies five key dysfunctions that can undermine a team's effectiveness: 🙏 Absence of #trust leads to ineffective collaboration. Without trust, team members are hesitant to be vulnerable, preventing open and honest communication. 💥 Fear of #conflict . A lack of trust leads to an avoidance of healthy conflict, and when teams avoid conflict, they fail to fully commit to decisions. 🤝 Lack of #commitment . When team members don't engage in open conflict, they rarely commit to decisions, often because they don't feel heard. ✋️ Avoidance of #accountability which often leads to a culture of mediocrity and unresolved issues. 🏆Inattention to #results. When accountability is lacking, individuals may prioritize their personal success over the team's goals. Understanding these dysfunctions provided a meaningful insight that has profoundly shaped my approach to teamwork. It has made me more attuned to the dynamics that can undermine team effectiveness. Staying focused on addressing these issues is not easy and requires constant, daily effort ... but it counts 👌 #effectiveteams #beyourbest #growth

A good team player knows that helping other teammates (colleagues) to win is a strategy for staying ahead. Always think Win - Win.

Let's Talk About The 5 Dysfunctions of a Team Taking 🤯 to 😁 ! Here at Submeter Solutions we believe in creating an awesome team. It is important to identify the common dysfunctions of a team to use as guidelines and come up with way to combat those dysfunctions. Here are the 5 dysfunctions and what they should be replaced with: Absence of Trust ➡ Building Trust Fear of Conflict ➡ Mastering Conflict Lack of Commitment ➡ Achieving Commitment Avoidance of Accountability ➡ Embracing Accountability Inattention to Results ➡ Focusing on Results For more information, take a look at this video from Patrick Lencioni: https://lnkd.in/eMkV2Ua