Josh Lawton’s Post

Friends, To prepare for my upcoming Command, I just finished reading: Five Dysfunctions of a Team by Patrick Lencioni. Here’s a brief summary of each dysfunction: 1. Absence of Trust: This is the foundation of the pyramid of dysfunctions. When team members are not open and vulnerable with each other, it creates a lack of trust. They are unwilling to admit mistakes, share weaknesses, or provide constructive feedback. 2. Fear of Conflict: Without trust, team members avoid engaging in passionate, unfiltered debates about key issues. This avoidance leads to a lack of productive conflict, resulting in inferior decisions and lack of alignment. 3. Lack of Commitment: When there’s no healthy conflict, team members don’t commit to decisions. They might feign agreement, but deep down, they might have reservations. 4. Avoidance of Accountability: Without clear commitment, there’s ambiguity about the team’s direction and priorities. Team members hesitate to call out peers on behaviors and deliverables, leading to lower standards. 5. Inattention to Results: When individuals aren’t held accountable, they prioritize their personal success, status, and ego ahead of the collective team goals. This results in a lack of focus on achieving meaningful and measurable outcomes. Lencioni emphasizes that these dysfunctions are interrelated, and addressing them requires a step-by-step approach, starting from building trust at the base.

You’re on my staff, but are you on my team? Not all are team players. Years ago, my mentor Angela Williams shared a gem that resonated with me: “Not everyone on your staff is on your team.” This struck me because I was new to leadership in higher education. Staff vs. Team: 1. Staff are individuals working together but not necessarily aligned. 2. A team works towards a common goal with a sense of unity. 3. Diverse motivations can create a divide. 4. Some are driven by personal ambitions, not team objectives. Building a True Team: - Recognize the individualistic nature of some members. - Understand that not all can or will align with the team vision. - Accept that in some settings, non-team players may linger. - Focus on nurturing those committed to the collective goal. - Don’t be disheartened – building a team is a challenge worth pursuing. I’ve seen it all, from sports to work environments - cohesive units and disjointed groups. The key takeaway is understanding that a team is more than just a collection of individuals under one roof. It’s about shared values, goals, and a commitment to something greater than oneself. Remember, a true team is not just about gathering people. It’s about gathering the right people who share the same dedication and purpose.

Gateway to Trust is Feedback and the more we get used to giving and receiving the more we will be working in teams with high trust...https://ow.ly/4eFY50Rgs6A

My rant… Building a strong team starts with surrounding yourself with top performers. If you have the wrong people in place and allow them to remain, you're setting a negative example for your entire team. It's not only a disservice to those employees you keep when you know they are a wrong fit, but also to your organization as a whole. Act swiftly and make the necessary changes. This is a lesson I learned the hard way, but it has shaped my approach moving forward.

If you’re not clarifying how decisions are made, your team won’t be able to take accountability. If you don’t have agreed processes for sign off, you’ll end up having to look over every draft. If you don’t trust your team with day-to-day calls, you’ll probably end up having to make a decision on which teabags are in the office. If your team are regularly defaulting to you on everything it erodes trust, confidence and accountability on all sides. It can feel incredibly difficult to delegate and trust in your team when you are stuck in this cycle. You can work your way out of it: - Ask your team what they need. Clarification? Deadlines? Better info? - Define how decisions will be made going forward. Keep it consistent. - Outline where decisions are ‘stored’. Make it easy to access. - Trust people with decisions and let them get it wrong. Trust goes both ways. Add regular reviews with your team to ensure that everything is still working for them. People want autonomy in their roles. Our job as leader is to create an environment where that can happen.

Effective teams do not happen by mere luck . They are effective because: 1- They know their role, responsibility and boundaries. 2- They work cooperatively sharing goals and resources. 3- The manager plays a key role in developing and leading the team .

Happy Halloween! Team leaders who "TREAT" their team with TRUST improve performance, achieve exceptional results and engage employees to grow & be aligned with company culture and initiatives. During these challenging times, companies more than ever need strong cultures built with a foundation of trust. Here are 7 ways you can TREAT your team with TRUST: 1. Model trustworthy behavior. 2. Trust your team. 3. Ensure your team understands its charter - why it exists - and what it is expected to produce. 4. Define team agreements and keep them alive for the team. 5. Be as transparent as you can. 6. Be clear on how team decisions will be made. 7. Address issues quickly. ** Adapted from Charles Feltman's, "The Thin Book of Trust"

Has Your Team Stopped Making Progress? Here are 3 non-negotiable pillars for building a strong team : 1. Trust & Psychological Safety: This is the bedrock. Team members need to feel comfortable being themselves, sharing ideas (even risky ones), and admitting mistakes without fear of judgment. Open communication & honest feedback become possible, building a strong foundation for collaboration. 2. Shared Goals & Accountability: A team without a clear direction is a ship without a rudder.  Everyone needs to understand the overall goal and how their individual role contributes. This creates a sense of purpose and motivates each member to hold themselves and each other accountable for results. 3. Mutual Respect & Appreciation: A team thrives on diversity of thought and experience.  Each member brings unique strengths and perspectives. Respecting these differences & valuing contributions is important.  It builds a positive and supportive environment where everyone feels appreciated. Build these 3 pillars to stop your team from crumbling! What are your thoughts here?

1. "A great team manager empowers their team to succeed, and takes pride in their success." 2. "Leadership is not about titles, positions, or flowcharts. It is about one life influencing another." 3. "The strength of a team is not in its numbers, but in its unity and commitment to a common goal." 4. "A good team manager is like a conductor in an orchestra, bringing harmony and rhythm to the team's efforts." 5. "The best teams are built on trust, respect, and open communication." 6. "As a team manager, my goal is to unlock the potential of each team member and help them grow." 7. "Together, we can achieve more than we ever could alone." 8. "A successful team manager knows when to lead, when to follow, and when to get out of the way." 9. "The key to successful team management is to understand and appreciate the unique strengths and talents of each team member." 10. "Empower your team, and they will empower you.