{"id":112862,"date":"2023-09-12T16:13:00","date_gmt":"2023-09-12T20:13:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=112862"},"modified":"2023-09-13T09:18:35","modified_gmt":"2023-09-13T13:18:35","slug":"patrick-lencioni-trust","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/patrick-lencioni-trust\/","title":{"rendered":"Patrick Lencioni: Trust Means More Than You Might Think"},"content":{"rendered":"\n<p>Do your team members feel like they can be completely open with you and each other? Or, do they tend to guard themselves and be careful about what they share?<\/p>\n\n\n\n<p>According to Patrick Lencioni, trust is foundational to team performance. He has written two books about the dysfunctions of teams. The first dysfunction is a lack of trust among team members. He explains what he means by trust, why it&#8217;s critical, and how to build it.<\/p>\n\n\n\n<p>Keep reading to learn about <a href=\"https:\/\/www.shortform.com\/blog\/team-trust\/\">team trust<\/a>.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-patrick-lencioni-on-trust\">Patrick Lencioni on Trust<\/h2>\n\n\n\n<p>According to Patrick Lencioni, trust is the bedrock of a great team. However, in this case,<strong> trust doesn\u2019t mean <strong>just<\/strong><\/strong> <strong>trusting your teammates to do their work. It means feeling safe around each other:<\/strong> Teammates who trust each other aren\u2019t afraid to share unusual ideas or admit to their mistakes and worries. Trust means knowing you can share anything (whether business-related or personal) with your teammates\u2014you <em>trust <\/em>that they won\u2019t use that information to make fun of you, steal your ideas, or harm your reputation.<\/p>\n\n\n\n<p>(Shortform note: A trusting, psychologically safe environment has <a href=\"https:\/\/hbr.org\/2017\/01\/the-neuroscience-of-trust#:~:text=Employees%20in%20high,fuel%20stronger%20performance.\" target=\"_blank\" rel=\"noreferrer noopener\">numerous benefits<\/a> beyond fostering teamwork. People who trust their coworkers and leaders are generally happier, more engaged, and more <a href=\"https:\/\/www.shortform.com\/blog\/workplace-productivity\/\">productive at work<\/a> than those who don\u2019t. The benefits even extend to their personal lives\u2014people who work in trusting environments tend to be less stressed and enjoy higher life satisfaction.)<\/p>\n\n\n\n<p>Lencioni argues that distrust is the first and most important dysfunction to surmount because if you and your teammates don\u2019t trust each other, then you can\u2019t operate as a team at all. Without trust, your \u201cteam\u201d is actually a group of individuals: people who are more concerned about protecting their interests than tackling the problems they\u2019re supposed to be working together to solve.<\/p>\n\n\n\n<p>For example, suppose an insurance agent accidentally sent an email containing personal information to the wrong client. In an environment of trust, that person would<strong> immediately admit the mistake to their teammates, and then the team could work together to minimize the damage; <\/strong>perhaps by having the company pay for identity theft protection services. On the other hand, in a distrusting environment, the insurance agent would just hide their mistake and hope nothing bad happened because of it\u2014protecting their reputation would be more important than addressing the problem.<\/p>\n\n\n\n<p>(Shortform note: One way to build trust is to be <a href=\"https:\/\/hbr.org\/2013\/06\/how-to-dispel-distrust-at-work#:~:text=Shift%20from%20threat%20to%20transparency%2C%20uncertainty%20to%20understanding.\" target=\"_blank\" rel=\"noreferrer noopener\">open and transparent<\/a> about everything that you and other team members are doing. If you <em>don\u2019t<\/em> share everything, it\u2019s easy to unintentionally create an atmosphere of distrust\u2014people are naturally alert for danger, and if they notice something happening that they haven\u2019t been told about, they tend to feel threatened. For instance, if some team members are collaborating on a project that others aren\u2019t involved in (because it\u2019s not relevant to their skills or duties), the ones left out might think it\u2019s a sign that the rest of the team dislikes or distrusts them. You could ease their worries by briefly explaining what those people are working on and why some team members aren\u2019t needed for it.)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-how-to-build-trust-in-a-team\">How to Build Trust in a Team<\/h3>\n\n\n\n<p>Lencioni says that, for teammates to trust each other, they first have to get to know each other. He recommends that you <strong>start by having people share relatively safe information about themselves<\/strong>\u2014for example, their favorite book, a personal goal (work-related or otherwise), or a fun childhood memory. This will get them used to talking about themselves and will start forming interpersonal bonds between teammates.<\/p>\n\n\n\n<p>(Shortform note: There are many <a href=\"https:\/\/www.signupgenius.com\/business\/icebreakerquestionswork.cfm\" target=\"_blank\" rel=\"noreferrer noopener\">lists of \u201cicebreaker\u201d questions<\/a> available to help you start the <a href=\"https:\/\/www.shortform.com\/blog\/team-building-process\/\">team-building process<\/a>. If you already know your team members to an extent, consider looking for questions that suit their personalities such as <a href=\"https:\/\/museumhack.com\/list-icebreakers-questions\/#funny\" target=\"_blank\" rel=\"noreferrer noopener\">funny questions<\/a> or <a href=\"https:\/\/museumhack.com\/list-icebreakers-questions\/#virtual:~:text=would%20you%20write%3F-,Would%20You%20Rather%20Icebreaker%20Questions,-Would%20you%20rather\" target=\"_blank\" rel=\"noreferrer noopener\">thought-provoking questions<\/a>.)&nbsp;<\/p>\n\n\n\n<p>Lencioni says you can also strengthen people\u2019s understanding of one another\u2014and therefore their trust in each other\u2014by asking everyone to use a personality profiling tool. Lencioni notes that this will give team members an external, impersonal frame of reference for understanding each other\u2019s behavior. For example, if a test shows that someone has an impulsive personality, their teammates will know not to take it personally if that person interrupts or talks over them.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: Some researchers are <a href=\"https:\/\/www.scientificamerican.com\/article\/how-accurate-are-personality-tests\/#:~:text=%E2%80%9CYou%20should%20be%20skeptical%2C%E2%80%9D%20says%20Simine%20Vazire%2C%20a%20personality%20researcher%20at%20the%20University%20of%20California%2C%20Davis.%20%E2%80%9CUntil%20we%20test%20them%20scientifically%20we%20can%E2%80%99t%20tell%20the%20difference%20between%20that%20and%20pseudoscience%20like%20astrology.%E2%80%9D\" target=\"_blank\" rel=\"noreferrer noopener\">skeptical of the accuracy of personality profile tests<\/a>. In part, that\u2019s because some of these tests haven\u2019t been researched thoroughly enough for experts to reach a scientific consensus about them. Researchers have also observed that people\u2019s behavior can <a href=\"https:\/\/www.scientificamerican.com\/article\/how-accurate-are-personality-tests\/#:~:text=It%20is%20unreliable%20because%20a%20person%E2%80%99s%20type%20may%20change%20from%20day%20to%20day.\" target=\"_blank\" rel=\"noreferrer noopener\">change between one day and the next<\/a>. This means that you might get totally different results from the same personality test depending on your mood.)&nbsp;<\/p>\n\n\n\n<p>Lencioni warns that while trust is necessary for any team, it can be very difficult to cultivate. This is because trust requires vulnerability: <strong>You have to be willing to expose your fears and your weaknesses, which people usually avoid doing at any cost.<\/strong>&nbsp;<\/p>\n\n\n\n<p>To start overcoming that self-preservation instinct, the team leader should be the first to be vulnerable by sharing something uncomfortable or embarrassing\u2014perhaps a mistake they made as a new employee or a time when they made a minor social faux pas. By doing so, they\u2019ll signal to the rest of the team that it\u2019s safe to share things they normally wouldn\u2019t.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Be Genuinely Vulnerable, Not Manipulative<\/strong><br><br>While sharing personal details can be an effective way to form connections and build trust, it\u2019s important to recognize the difference between <a href=\"https:\/\/www.forbes.com\/sites\/amymorin\/2016\/10\/22\/there-is-a-clear-line-between-oversharing-and-being-authentic-heres-how-to-avoid-crossing-it\/?sh=66c03ce956e3\" target=\"_blank\" rel=\"noreferrer noopener\">being vulnerable and oversharing<\/a>. Vulnerability tends to make people admire and empathize with you while oversharing makes them uncomfortable and pushes them away.<br><br>As Bren\u00e9 Brown explains in <a href=\"https:\/\/www.shortform.com\/app\/book\/daring-greatly\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Daring Greatly<\/em><\/a>, the difference often comes down to your intentions: Are you sharing something because you genuinely want the other person to know more about you, or are you trying to <a href=\"https:\/\/www.shortform.com\/app\/book\/daring-greatly\/chapter-4-part-1#shield-2-oversharing\" target=\"_blank\" rel=\"noreferrer noopener\">force a connection<\/a> instead of taking the time to let it develop naturally? People also tend to overshare when they\u2019re looking for attention or trying to evoke sympathy; in some cases, they\u2019re trying to manipulate people into giving them a certain response. So, make sure that you\u2019re sharing information out of a <a href=\"https:\/\/www.shortform.com\/blog\/true-desires\/\">genuine desire<\/a> to form connections with others and not just as a means to some other end (for instance, being the center of attention or getting others to do your bidding).&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Do your team members feel like they can be completely open with you and each other? Or, do they tend to guard themselves and be careful about what they share? According to Patrick Lencioni, trust is foundational to team performance. He has written two books about the dysfunctions of teams. The first dysfunction is a lack of trust among team members. He explains what he means by trust, why it&#8217;s critical, and how to build it. Keep reading to learn about team trust.<\/p>\n","protected":false},"author":9,"featured_media":78854,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,30],"tags":[1261],"class_list":["post-112862","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-work","tag-overcoming-the-five-dysfunctions-of-a-team","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Patrick Lencioni: Trust Means More Than You Might Think - Shortform Books<\/title>\n<meta name=\"description\" content=\"Patrick Lencioni says trust is the bedrock of a great team. But, it doesn\u2019t mean just trusting your teammates to do their work. 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