Good leaders surround themselves with good leaders. Good teams submerge themselves in good practices. Good people doing good action with good processes produce great results. It works. Great results flow. They don’t take onerous work. The people, the action, and the process make it happen.
So what does a great flow look like? Trust builds on competency, chemistry, and character. Trust greases the skids of great and right results. Look for trust. When it exists, the 3Cs are most likely in place.
There is one thing that is common to every individual, relationship, team, family, organization, nation, economy, and civilization throughout the world – one thing which, if removed, will destroy the most powerful government, the most successful business, the most thriving economy, the most influential leadership, the greatest friendship, the strongest character, the deepest love. Stephen M.R. Covey on Trust
What does trust look like?
Loyalty: When trust exists the backdoor bickering is silent. Ever have a cohort who constantly bickers? Character prevails. Loyalty extends in every direction. A disloyal worker will bring strife into every decision. Loyal people listen and learn and run with direction.
Rapid Results: When trust exists people are busy doing the next thing. The constant questioning goes away. Vision is caught and integrated into daily action. Chemistry is activated.
Right Action: When trust exists the team knows they can run and make mistakes. They are responsible to keep each other informed and know what to do. Competency is not a question.
Do The Hard Thing:
Team Building: A manager asked me recently, “Phil, what do I do when these three seem out of sync constantly? I have solid processes. The people are trained. Communication is constant. Yet, we just can’t get the flow moving?” Answer: Look for the weakened link. Somewhere, someone has lost vision or never had it. They are not with the team. Check out my series of TEAM articles on Shepherdok.net . There are some tips on structure, action, accountability, adherence, and alliance. Find the person out of sync.
- If they are in a slump and have been faithful in the past, see if you can discover their angst and help them solve it. You can’t solve the issues of the soul. You can provide the right environment to heal if it has been damaged.
- Do not attack them. Many managers make this mistake and lose quality team members. Not only will you lose a friend and supporter, this is an act of treason on your part. The rest of the team will sense your disloyalty to one member and you have become the joint out of sync.
- If they have never shown faithfulness, release them to follow their heart. They are not with you and will destroy the rest of the team. Let me be strong here. If you have done your best and a team player resists, release them. They will not become happy because you are a great person. They will tear at the rest of the team’s joy and trust and productivity. Release them and your team can go forward. Their passion is elsewhere. Help them get to it. Be graceful and firm.
Stand strong. Build a great team. Build a better organization forward.