How to Regain Trust While Managing Teams
How to Regain Trust While Managing Teams
Trust in Teams
Teams are valuable to an organization. They determine the success or failure of various projects that the organization undertakes. With this in mind, it is important that team’s engage in team work to enhance their efficiency. The success of a team is determined by many factors. One of the factors is trust. Trust in a team fosters ease of team functions and encourages enthusiasm. Trust ensures that organization work harmoniously. Team members must trust one another so as to achieve the overall team goal.
Most organizations fail to establish effective teams due to the assumption that trust naturally development within a team. It is vital for trust to be built within the team. With high trust levels, a team becomes more efficient. Efficiency refers to the capability team members to accomplish their responsibility. Trust also enhances unity. Team members work together and achieve greater strengths thus greater commitment to accomplish the team’s purpose (Bradley, & Brown, 2012). Trust fosters performance amongst the team members. The existence of trust within a team subconsciously motivates the team members to put more effort in their task.
Quantifiable and Desirable Outcome.
The desired outcome is to improve productivity of the team by 50% in a period of six months. Building and upholding trust in teams is a crucial determinant of its success. A team with trust reaches agreements on various issues faster than a team without trust. Trust means that the team members are confident of each other capabilities. A team member believes in the capabilities of the other team member only if trust prevails. Trust encourages agreeableness as the manager and the team work towards accomplishing organizational goals. Trust will thus foster performance which fosters productivity. A team with trust strives to achieve positive results for every task given. Trust also encourages level headed reasoning in times of conflict (Bradley, & Brown, 2012). Team members thus resolve issues faster than a team without trust. The ability to resolve conflict ensures that the team devotes it time to accomplishing set task thus enhancing productivity.
Proposed Action Plan.
Trust is a factor in team work that requires to be built. Team members must understand the importance of trust. This will ensure that all members of a team strive to as one so as enhance productivity. The proposed action plan that is suitable to enhance trust in a team is Team building exercise. Team building activities in teams strive to enhance performance by improving the team members trust levels (Bashshur, & Roma, 2011).
The team building activities will be done outside the organizations vicinity. This strategy is aimed at reducing the formality associated with an organization. The team building activity will be aimed at ensuring that the team members are relaxed with each other. The team members will engage in activities such as the red-blue team building activity. Such activities will aim at demonstrating to the team the importance of trust. The activities will also strive to show the fragility of trust and it can easily be lost. The activities will also focus on promoting collectiveness rather than individuality when performing tasks. The team building activity will take one week.
Evaluation of Team Process.
Evaluation of the team process will be determined by the productivity of the team. It will be expected that, after the team building session, trust level amongst employees will rise. Increased level of trust levels will result to improved performance and productivity. The productivity is expected to rise by 50%. Evaluation will involve determining whether there is a change after the team building activity. The summative evaluation process will be conducted each month to establish if there is positive improvement to the team and their activities.
Reference
Bashshur, M. & Roma, V. (2011). When managers and their teams disagree. Journal of applied psychology. Vol. 96(3): 558-573
Bradley, H. & Brown, K. (2012). Ready to rumble: how team personality composition and task conflict interact to improve performance. Journal of applied psychology
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