Trust is a must or bust

low trust = Toxic Teams = Kills Employee Engagement

Trust is almost at an all-time low. The 2013 Edelman 2013 Trust Barometer highlights a crisis in REAL leadership.

 

Only 15% of people in the U.S. believe business leaders will tell the truth when confronted with a difficult issue. Low trust causes toxic and disruptive teams, destroys teamworking, and toxic teams kill employee engagement!

As paradoxical as it sounds, if you want to increase engagement, don’t work on it. We have found that increasing trust by learning specific high-trust behaviors more directly increases engagement.

The Research shows that a 10% increase in trust has the same impact on employee satisfaction as a 36% increase in pay.

Ready to transform your trust and leadership effectiveness? Cont act Tony Dovale on 083-447-6300 for REAL Leadership Team Building events Gauteng, Keynote Talks, Presentatiosns, Leadership Coaching, Consulting

Team Building or Team Bonding

Staff team building or team bonding workshops to transform trust levels

Staff team building or team bonding

What is the difference between Team Building and Team Bonding

 

Team Building

is the structural understanding, clarifications, framework, agreements, dependencies, strengths, weaknesses, responsibilities, roles, rules of engagement, communications, values, destiny, cause and calling, etc…. essentially functional trust building and connecting on a head level.

Team Bonding

…is the “attractiveness” of each others’, personality, attitudes, energies, mindsets, contribution and the depth of the connections and relationships. It’s the propensity or safety to be emotionally trusting and safe enough to be vulnerable in the team space. This is appreciative and emotional trust building and connection on a heart level. and also includes happiness at work, leading tribes, and building psychological capital .

 

 

Related Blogs

    Why teamwork need effective leadership

    Teamworking and organisational culture is a big thing in business today…

    team dysfunctions we fix with REAL team building activities

    more than 5 team dysfunctions to be fixed

    The real issues isn’t team building or organisational culture. The primary issue is that we need BETTER, and more effective leadership.

    The leadership behavior in teams and organisations seems to be limited to positional-title role rather than a leadership mindset in the entire organisation.

    At the end of the day it does come down to organisational Culture and team / relationships building along with Brain fitness, psychological capital and Static Reduction.

    When Teamwork Isn’t Democratic, Everyone Benefits

    New research in Psychological Science suggests that certain group compositions may lead to elevated levels of conflict and inefficiency.

    PROBLEM: Though many believe that equality within a team is important, does this flat power structure really improve a group’s performance?


    METHODOLOGY: Researchers led by Richard Ronay randomly assigned 138 undergraduate students to one of three experimental conditions — primed to feel high in power, low in power, and baseline or control.

    They organized subjects into same-sex teams of three high-power participants and three low-power participants or groups with one high-power, one low-power, and one baseline participant.

    They then measured the teams’ performance in a task that required group interdependence wherein each member was required to make words from 16 letters and then work as a group to combine the words into as many sentences as possible.

    They also measured how the groups fared on a second task that did not require subjects to coordinate their efforts.

    RESULTS: The groups with hierarchies were more productive than the teams with either all high-power or all low-power members. This hierarchy benefit was evident when group members were required to work on a task together, but not when they were working alone.

    CONCLUSION: A built-in hierarchy helps a team work effectively on collaborative tasks.

    IMPLICATION: When there are too many leaders or too few followers, group performance suffers as members jostle to take control. The authors say in a statement that a clear power structure and division of labor can reduce group conflicts and improve productivity.

    SOURCE: The full study, “The Path to Glory Is Paved With Hierarchy: When Hierarchical Differentiation Increases Group Effectiveness,” is published in the journal Psychological Science.

    By Hans Villarica

     

    To transform your organisational PH, and tribe leadership skills contact Tony Dovale – 083-447-6300

    Related Blogs

      Effective Teamworking – Trust building

      Effective Teamworking Tips

      With The new science of happiness at work TM we know that happier people are more productive and provide greater value to the organisation.

      Building effective teamwork and a productive team is always a team building challenge in the workplace.

      Creating ways to monitor and measure team development effectiveness is also a challenge and is necessary if you are going to get the Team Effectiveness development project sponsor (C-level) to define what they see as great value in teamworking development.

      We have a variety of assessments like The New science of happiness at work TM , Culture Scan, Workplace Burn-out, CASTLE, Resilience, Stress, Trust LEvels etc to enable you to get a REAL picture of how your team is running and what areas require deveIopment and attention.

      Based upon our extensive team rebuilding and effective trust building experience and research, we have created a variety of positive, appreciative inquiry style approaches and Team Effectiveness questions to discover speciific areas of positive impact potential in building a REAL effective team

      One primary area for improving workplace culture and performance is the area of team TRUST.

      This weeks Team Building with Apreciative inquiry to increase your teams’ effectiveness.

      A workplace culture will be the overarching influence on a teams level of trust to start. Next… the leasdership style influence and then the influence of managment and immediate supervisors.
      And then the individual reactions and responses to the prevailing team dynamics will sculpt the teams level of trust.

      In most of our research we find that the average teams level of trust settles at around 2,3,4,5,6 out of 10. Seldom have we discovered high levels of trust – automatically created in a workplace or team culture.

      Usually the team leader has consciously created the team cohesion and team culture intensionally.

      One version of trust and its dimensions we use in our team effectiveness building workshops includes

      Intention

      Credibility

      Concern

      Competence

      Confidence

      Depending upon how a preson assesses the situation or the person based uponthe following criteria… trust will either be increased or decreased… Wither way based upon a very rapis scan of a persons memoery banks, feelings and present state… trust will either be exercised or not…

      Trust can be defined in multiple ways. One of the most simple ways to measure trust is to make sure it can be observed behaviorally

      Team Trust – The ability to rely upon other team members to be truthful and to do as they say/promise to do, and to follow agreed/established rules, procedures, workplace cuture customs and practice.

      Score your present and ideal team trust level below…

      1=perfect/ideal trust ; 10… ZERO trusy ; 0 or somehwre in between.
      1-2-3-4-5-6-7-8-9-10

      What would it take to move your team trust levels just 1 point higher on the scale?

      What would the benefits and productivity improvments look like?

      Appreciative Team Building & Happy @work

      Team Building with Appreciative inquiry and Science of Happiness @work

      New Appreciative Team-Building process from www.LifeMasters.co.za transforms Me to WE   

      South Africa – Johannesburg: Tony Dovale of Life Masters Team Building launches his latest service…TeamShift: REAL –  “REAL Teams” – Appreciative Inquiry company Team-Building process.

      REAL TEAMS, is the first of 5 teamwork transformation steps using an appreciative inquiry based team building activity, and relationship improvement initiative that transforms teams, builds trust levels, enhances staff satisfaction and productivity, on a long-term basis with High-Voltage Leadership, Hawkins Consciousness levels, Human Sigma, Appreciative Enquiry and the science of happiness at work TM (SOHAW) as the teamwork foundation.

      Most corporate training and motivational-style teambuilding workshop events are a waste of time, and money, if you are looking for value and long-term results says Tony Dovale – Chief Results Coach and Science of Happiness @work Coach & Consultant at Life Masters.

      In order to resolve this dilemma, says Dovale, based upon our past corporate team building events experiences and extensive teamworking improvement research, we have designed and launched an innovative appreciative team building intervention and
      staff Happiness / engagement improvement process, that impacts people on a head, heart and Soul level, called –  “R.E.A.L. Teams”

      Results reveal that the “REAL Teams” Appreciative SOHAW  process has long-term efficacy for both company and staff. Where normal entertainment-style team-building events impact may last 1 to 2 weeks, the “REAL Teams” Appreciative Team transformation method  with Happiness at work Tools and principles has documented efficacy greater than 2 years, with lifeShifting  consequences for participants.

      The “REAL Teams” experiential activities incorporates a leading-edge approach with the understanding that all results are driven by the positivity of the Human Element Spirit, an incorporates AQ/Resilience and Team AQ & Employee Engagement, Team fitness profiling,
      Higher-Voltage Leadership philosophies, an Appreciative Enquiry foundation, and Emotionetics Innergetic Releasing Technologies to create an accelerated and profound R.E.A.L. teams building transformation experience.

      Utilising a uniquely spirited approach, groups from 10-60 can be accommodated in the “REAL Teams” Appreciative SOHAW process. The initial competitive aspect of the team development process is incrementally tailored towards a team/collaborative/ win-win approach
      – with teams finally ending up with an enlightening and engaging company or department… Rules of Engagement, Destiny, Cause and Calling and Stop… Start…  Continue agreements.

      Extensive pre-event research enables the “R.E.A.L. Teams” coaches to understand, and continuously guide and direct the groups’ and individuals’ actions and energies towards the eventual successful outcome of substantially better synergy, during the appreciative
      inquiry and Happiness at work engagement building process.

      Life Masters Team Building Coaches and facilitators adjust the events from basic small company team-building events, right across the spectrum to high impact, full transformational, “Corporate Team Soul Surgery”.

      In a “REAL Teams“ Team transforming activities experience, lasting anywhere from 1 day to 5 days, teams are put through their paces on a head, heart and Soul level. As they compete and collaborate towards building the ideal culture and departmental / corporate “Destiny”, they encounter the full range of experiences, from playful fun, to full-contact… high-performance pressures and stressors.

      The significant advantage that Life Masters and Tony Dovale deliver with the “R.E.A.L. Teams team building” approach, is ongoing coaching support to sustain the shifts achieved during the initial group process. This ensures optimal retention and application of insights, commitments and agreements.

      Today, companies want maximum bang-for-their-HR buck. Building a “REAL Teams” is an authentic team dynamic
      development approach that focuses on strengths, delivers true trust-building, positive support, increased employee
      engagement, Response-ability, commitment, compassion and collaboration, and not just short lived group-entertainment.

      At the conclusion of our first phase, “R.E.A.L. Teams”, clients truly begin to appreciate that we are all really part
      of the ONE team and that REAL leadership is required to grow and maintain the full range of Rational and Emotional Engagement, says Dovale.    This is real teambuilding at it’s best.

      Claim your free CultureShift staff development report by emailing rtr@coachfree.com. For more information contact

      Tony Dovale –  Life Masters Team Building
      www.lifemasters.co.za/ REAL Team building
      083-447-6300

       Keywords:Appreciative team building corporate, productivity staff satisfaction, Engagement, team building Activities Johannesburg,
      trust building Gauteng, trust building, team building workshops, tony dovale, lifemasters, appreciative Inquiry, science of happiness at work TM tmtm, SOHAW.

      Life Masters is a Personal Transformation and Higher Ground Leadership development team building company providing leading edge corporate team building, leadership coaching and staff engagement strategies in South Africa.

      Team Building Leadership Coaching workshop

      “Strategy & Soul cTeam Building “

      New Team & Leadeshop Coaching/workshop – from http://www.lifemasters.co.za

      I’ve been thinking about our new Strategy & Soul Leadership and REAL team buildings – So here is my framework to encourage the first steps…<;Photo 2>;

      In order to become more competitive, sustainable and effective/leverage the Psychological Capital and the Human Element, Leaders will…

      1. …for their organisation…

      Need to empower and co-create a CultureShift to a workplace environment that applies Appreciative principles on both the starategic and tactical levels, in order to build trust, elevate engagement and unleash passion against a unified, clearly branded, organisational CAUSE.

      2. …for themselves…

      Need to have a MindShift and BehaviorShift on all 3 leavels, Head, Heart & Soul… to build new awareness, consciousness, choice and actions around physical energy, mental /emotional energy, Happiness at work and a “Higher Ground” focus for their personal, team, and organisational DESTINY.

      Namaste’ – Tony D

      Have a wonder-filled day –

      http:www.lifemasters.co.za for REAL Appreciative Gauteng Team Buildings

      Privacy Policy

      – Privacy Policy –

      Life Masters is committed to maintaining the privacy of all its users and clients

      Users reserve the right to have their names removed from emailing lists

      email information will only be used for the purposes of disseminating information which the user has elected to receive

      eMail lists will never be sold to any 3rd parties

      Namaste’

      Tony Dovale
      Life Masters Team Building