How I Transformed My Team in Less Than 5 Minutes a Week
May 08, 2024"I don't know if I want to be in leadership anymore."
This was the message I received from one of my directors 17 days into a painful executive transition.
Today, I'll share how the lack of trust in a team was destroying my client's company and how we fixed it in less than 5 minutes a week.
Trust: The Foundation of the Five Dysfunctions
Trust is the foundation that all great teams are built upon.
Without an authentic sense of vulnerability-based trust, even groups with incredible talent and resources will struggle.
Patrick Lencioni's formative model on The Five Dysfunctions of a Team illustrates how an absence of trust paves the way for:
- fear of conflict,
- lack of commitment,
- avoidance of accountability, and
- inattention to results.
Yet, restoring trust unlocks:
- collaboration,
- productive debates,
- focused effort, and
- mutual accountability.
Is the Solution Really Human Pyramids?
Many team leaders attempt trust-building activities like rope courses, communications training, happy hours, or – yes, human pyramids.
While well-intentioned, these 1990s-style solutions often fail to penetrate the deeper emotional barriers that inhibit vulnerability.
Take my client's team for example – they had every HR gimmick under the sun, but they lacked trust.
Why?
The former COO led from an authoritarian position.
- Their Fault → Your Fault
- CEO's Fault → Your Fault
- Your Fault → Your Fault
- Force Majeure → Your Fault
Thus, the team of directors below them was bruised, battered, and uninterested in anything but keeping their jobs and staying off the radar.
You can't build a company this way.
Rebuilding, 5 Minutes at a Time
After expediting the transition of the former COO, I got to work.
I met with each team member 1:1 to hear their frustration.
I detailed my approach to team dynamics and leadership and what I hoped the company would look like in six months.
Then, I got to work.
Each week, at our "Weekly Huddle" I started the first 5 minutes of the meeting by having each director share:
- One personal win from the last week, and
- One professional win from the last week.
At first, several of the directors were resistant.
"I don't need to share my personal life here. Business is business."
No joke – this is verbatim.
A few coaching sessions later, each team member began sharing bits and pieces of their personal life.
- Kid's basketball games,
- Weekend retreats with their spouses,
- Hospital visits,
- Baking adventures,
- and Church events.
Slowly but surely, the team began to humanize one another.
Once human, a level of mutual respect began to build.
- Anger turned to empathy.
- Frustration turned to support.
- Individual obstacles turned into team problems to solve.
Trust was formed.
The team began to work together.
The directors began to lock arms with one another instead of fighting or stonewalling one another.
The director, unsure of his desire to continue in leadership, is flourishing.
All because layers of trust were established.
Is your team lacking in trust? Try opening your team meetings with this tactic.
It's only a 5-minute commitment per week, but over time, it will build trust within your team and help break down the superficial barriers that keep your team from crushing.
Ultimately, It's Not About the 5 Minutes
Although this simple tactic works wonders, the story I shared is a common reality for many teams.
As leaders, it's on us to bring our teams together to work cohesively. This can't be accomplished by merely managing projects and tasks.
Team development is a core component of leadership. and it's on you to lead your team.
Want to take your leadership game to the next level?
I offer 1 on 1 coaching designed to help you master business, personal change, and interpersonal effectiveness so that you can lead, grow, and scale your company.
Until next time.