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“Patrick Lencioni on Building and Leading a High
Performance Team” was a video that demonstrated how the lack of trust between
the leader and the other members made the team vulnerable in any situation. Lencioni
talked about his previous employer lacked the trust in his team because he was
so famous and liked he preferred doing things is own way. He explained how the
director of marketing finally spoke up about the CEO’s lack of interaction with
his team and each member of each department filled out an evaluation as
feedback to him. At a meeting including Lencioni, his CEO and the company’s executives,
the only person to speak out against the CEO’s methods of leading a team was shutdown
and no one wanted to stand up against their boss to point of the flaws he
shared (Patrick Lencioni 2010). The leaders
lacked of acceptance to his faults, which resulted in countless mistakes due to
the lack of communication, team efficacy and cohesiveness.

Trust is the foundation in effectively leading a team to
excel. The interactions throughout a team’s progress demonstrates the trust a
team shares with it’s individual members. Members must share unequivocal trust with
each other because each individual has their own task. If the trust is present
in a group, each individual’s tasks will join to complete the project or
conflict they are faced with. But in order to reach this final step, a team
must demonstrate a relationship where a leader shares with the entire team and
is bound by efficacy and cohesiveness. A team’s efficacy to select a strategy and
execute is essential in a strong effective team as well as the team’s
cohesiveness is an example of loyalty through trust of fellow teammates. (Phillips
and Gully 397). “because the lack of trust in a team can undermine any team
activity, building trust is an important managerial task. Giving frequent task
feedback and interpersonal contact can help diverse teams utilize their
diversity to their advantage and create process gain” (Phillips and Gully 398).

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This quotation exemplifies how trust between the leader and the other members
is demonstrated through feedback on previously completed tasks. This will
better the performance for the other members by feedback from the leader, positive
or negative it will effectively acknowledge member’s accomplishments and
failures.

            My personal experience being apart
of a team that shared strong efficacy, cohesiveness and trust, all three are most
certainly the foundation of the team in my line of work. As a construction
worker day to day work relies heavily on entrusting an individual to do one
task while you complete another. In hope, of completing the project or task
given at hand in a similar time frame. During the summer, my manager, the head
of the company, went to Ireland for two weeks and decided to leave me in charge
of the company while he was gone. My manager entrusted me with this great
responsibility and believed I would excel. As a result, to his faith in me, I did
perform very well as the head foreman on job sites across Manhattan. From
attending meetings in his stead to completing tasks along side my coworkers on
job sites. Trust enabled my manager and I to run a highly effective team to
complete goals and past obstacles that would be impossible without such high
levels of efficacy and cohesiveness.

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