This one stuck out because of that magic word, "collaboration": Ask team members what they feel is at risk when collaborating with others. Their answers will reveal what they value most and what might prevent deeper trust relationships.
I think it's so true that collaboration requires a great deal of trust, and that when that trust is broken (or perceived to be violated), it can take a very long time to rebuild. This idea that what we fear is at risk can reveal our values is so spot on. It can very quickly get to the heart of our deeper selves.
I love that you gave practical applications after your main points; it really helps busy leaders turn ideas into action.
Thanks, Beth! Which of these main practical points stand out to you given your current context?
This one stuck out because of that magic word, "collaboration": Ask team members what they feel is at risk when collaborating with others. Their answers will reveal what they value most and what might prevent deeper trust relationships.
I think it's so true that collaboration requires a great deal of trust, and that when that trust is broken (or perceived to be violated), it can take a very long time to rebuild. This idea that what we fear is at risk can reveal our values is so spot on. It can very quickly get to the heart of our deeper selves.
Be true and follow through .... from a position of care and support. Pretty good message there.
Following through with communicated actions and commitments is a major way to cultivate trust as an organizational leader.