How important is mutual trust between team members to the team s ability to execute?

Trust between team members is very important, what is trust? In fact, there are nothing more than two points: one is that you trust others; One is that you can be trusted.

There are several key points that can achieve this trust: transparency of information, absolute transparency of information, and the absence of any information asymmetry, are the first conditions. Then, it's all about effective communication.

In addition to thinking from your own point of view, you also need to think from the point of view of your peers, so that you will see different results. This kind of communication is also effective. Go the extra mile.

If everyone could do their own thing, they would also think about other things related to themselves. It's not about sweeping the snow in front of the door, but reminding each other and complementing each other. Be a trustworthy person and take the initiative to do things.

When others give you things to do, you feel "reliable". In this way, the team's execution can be improved even more.

Trust between teams is really, really important! In my own example, at the beginning of our team, it was easy to communicate because the number of people was relatively small and everyone came in at about the same time. They also trust each other very much, and they are also very good friends in life.

But with the development of the team, the departure of the old man and the addition of new people, the taste of the team slowly changed. It is normal for the elderly to distrust newcomers, but if you don't try to accept newcomers, it will definitely be detrimental to the development of the team. For this reason, many newcomers cannot experience a sense of accomplishment and belonging even if they join in, and at the same time, they have a lot of scruples when brainstorming, and they cannot collide with more sparks, and over time, they will choose to leave.

For a team, cohesion is the most crucial. The key to cohesion is trust among team members. Once there is a crisis of trust, team cohesion immediately declines, not to mention execution.

There is no sense of responsibility for each other, and everyone sweeps the snow in front of their own doors. What is execution? Therefore, I think the key to team execution is trust, which is the foundation of team survival.

I think that's the most important thing. Mutual trust is the cornerstone of everything. If you can't trust each other, the team will be afraid of conflict, unable to have active arguments during meetings, lack of ideological confrontation, everyone will engage in false harmony, and then often only reach a superficial consensus, which will lead to a lack of investment in actual implementation, these consensus is not what I really recognize, why invest?

Then, if there is a lack of investment, there will be problems, and if there is a problem, they will begin to evade responsibility, and they will not be able to be responsible for the teammates around them. In the end, it is to ignore the results - no matter whether you achieve your goal or not, there is no excitement and no growth.

I think the healthiest thing about team development is that the development goals of each person in the team are consistent with the development goals of the team, and the team in this state develops the most quickly and powerfully. The needs of team members: some want to learn, some want to be promoted, and some want to get bonuses.

The needs of the team: to complete the company's long-term and short-term mission goals. Trust should be the lubricant for the goals to be consistent between the individual and the team, without trust, the benefit of the work between team members is not 1+1=2, but less than 2, the lower the trust, the lower the benefit; On the contrary, it can be twisted into a rope, up and down together, and its profit is broken!

It doesn't get much more important than this; The premise of the existence of the team is mutual trust, and the team that does not trust cannot be called a team; In the real society, a very important principle to continuously improve the utilization rate of human capital is to reduce the internal friction between team members; This internal friction refers to the fact that team members do not focus their energy on work, but on mutual suspicion and struggle with other members of the team; Such a team will not gain more than it loses, and the execution will not be high.

It still depends on what kind of team it is, and what kind of tasks the team performs...

Objectively speaking, for most commercial or project teams, the trust between team members is not particularly important, but the important thing is the relationship between the team leader and the members.

When I joined my last company in '05, it was very small, with only 10 people; The industry is very well-known, basically obscure; Revenues are low, at most one-third of the industry average. But I joined without hesitation. In addition to being optimistic about the industry, it is very important to be optimistic about this team:

Trust, because of trust, everyone's "communication cost is very low, close to zero" (in 07 when the boss of a party asked me why I joined, mine. He didn't expect me to actually join at the time) Because everyone is very trusting, communication is easy and efficient at work. Right is right, wrong is wrong, words can be spread out, can be noisy, can be ridiculed, and even scolded, but everyone knows very well in their hearts that they are all about doing things well, not for people.

In this atmosphere, the consensus reached by the team members will do their best to achieve.

Trust this thing, like delicate porcelain, is born out of fire, it looks beautiful and hard, but once a crack appears, it is difficult to repair it as before. If it is broken, no matter how you stick it up, it will not be the original thing anymore. Without trust, the cost of internal communication is staggering, and the losses incurred due to inadequate communication are also staggering.

The result of implementation is often to make complex things simpler and simple things to be complicated. In the end, the backbone of the original business also quietly left one by one, although when they left, the salary was n times that of the year (n is far greater than 3). Only a seemingly shiny shell remains.

Summary. Hello, glad to answer for you. Resolution of trust issues in Teams:

Lead by example, if you want to build trust in your team, lead by example and show your employees that you trust others. Open and honest communication, open and honest communication is the foundation for building trust. You need to get everyone on your team to talk to each other in an honest, meaningful way, and you can use a variety of strategies to accomplish this.

One way to truly get to know each other and build trust is to encourage team members to treat their colleagues as equals. Putting an end to finger-pointing is put to an end, when people work together, someone is bound to make mistakes, and once everyone blames or points fingers at these people, an unpleasant atmosphere can quickly develop. Prevent small groups from forming, and sometimes, many small groups can be formed within a team, usually between team members, because of common interests or work tasks.

Good. Hello, glad to answer for you. Resolution of trust issues in Teams:

Lead by example, if you want to build trust in your team, lead by example and show your employees that you trust others. Open and honest communication, open and honest communication is the foundation for building trust. You need to get everyone on your team to talk to each other in an honest, meaningful way, and you can use a variety of strategies to accomplish this.

One way to truly get to know each other and build trust is to encourage team members to treat their colleagues as equals. Putting an end to finger-pointing is put to an end, when people work together, someone is bound to make mistakes, and once everyone blames or points fingers at these people, an unpleasant atmosphere can quickly develop. Prevent small groups from forming, and sometimes, many small groups can be formed within a team, usually between team members, because of common interests or work tasks.

The team is a community composed of grassroots and management personnel, which makes reasonable use of the knowledge and skills of each member to work together to solve problems and achieve common goals. The components of the team are summarized into 5Ps, which are goals, people, positioning, permissions, and plans. There are some fundamental differences between a team and a group, and a group can transition to a team.

Generally, teams are divided into five types according to the purpose of their existence and the degree of autonomy: problem-solving teams, self-managing teams, multi-functional teams, common goal teams, and positive tacit teams.

Only mutual trust within the team can make the team stronger.

If I work with colleagues, we look out for each other to make sure that the work is efficient and helps each other. If I order takeout together and miss a colleague's ordering information, I do the following to fix the problem:

First, I would apologize to my colleagues and let them know that I respect and trust them, and that I agree that forgetting their order is not a good behavior. I will take my responsibility to ensure that something like this does not happen again in the future and apologize for my negligence and negligence. I also try to explain to them why I didn't order their takeout, maybe because I don't know if they want to eat, or I'm out and about and can't get their order.

Secondly, if possible, I will try to arrange an alternative meal or substitute. I would try to explain to the delivery company or restaurant that something was wrong and ask them to deliver an extra meal or delivery. If there is no desirable solution, I will also offer to share my order with my colleagues and make sure that everyone is satisfied and can share or share my order.

This ensures that the partners we work with feel my sincerity and care, and that they feel recognized and respected.

In the end, I will maintain a positive attitude and an optimistic attitude. Even when this happens, I reveal trust and respect, and be honest and straightforward, because I know that these are the keys to the team's success. In this context, I would ask my colleagues if they needed any additional assistance or support and would do what I could to help them further.

In short, when I miss a colleague's takeout, I apologize to them as soon as possible and try to provide them with a substitute or create a solution. I then show my care and respect, and demonstrate my positive attitude and optimism to ensure that partners in all ways demonstrate mutual trust and support, which is an important difference between successful and unsuccessful teams.

Hello, mutual trust means that everyone is confident in the character and competence of the other members of the team. A common promise. It's the dedication of the team members to accomplishing the goal; Good communication.

There is a smooth exchange of information between team members; Negotiation skills. Roles within effective teams change frequently, which requires team members to have adequate negotiation skills; Hello, the above is the answer I have compiled for you, if my answer is helpful to you, I hope you can give my service a thumbs up Your praise is the driving force for me to move forward, thank you for your support, I wish you a happy life