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Like a good marriage, trust on a team is never complete it must be maintained over time.

Patrick Lencioni

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Patrick Lencioni
Age: 59
Born: 1965
Born: January 1
Writer
Patrick M. Lencioni
Like
Complete
Marriage
Trust
Team
Must
Good
Never
Time
Maintained

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Leaders must display their humanness. Those under their authority must be empowered & have the courage to engage in honest dialogue.
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Open, frank communication is the lynchpin to teamwork. A fractured team is like a fractured bone fixing it is always painful and sometimes you have to re-break it to heal it fully - and the re-break always hurts more because it is intentional.
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The only real payoff for leadership is eternal.
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. . . his biggest problem was his need for a problem.
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All things to all people is nothing to everyone.
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Failing to hold someone accountable is ultimately an act of selfishness.
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As a leader, you're probably not doing a good job unless your employees can do a good impression of you when you're not around.
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When there is trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer.
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Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.
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Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.
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The vast majority of organizations today have more than enough intelligence, experience and knowledge to be successful. What they lack is organizational health.
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Building a strong team is both possible and remarkably simple. But is painfully difficult.
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The key ingredient to building trust is not time. It is courage.
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If the CEO's behavior is 95 per cent healthy while the rest of the organization is only 50 per cent sound, it is more effective to focus on that crucial and leveraged 5 per cent that makes up the reminder of the CEO's behavior.
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Members of trusting teams accept questions and input about their areas or responsibility, appreciate and tap into one another's skills and experiences, and look forward to meetings and other opportunities to work as a group.
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A core value is something you're willing to get punished for.
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Most of the CEO's who fail think they will find the solution to their problems in Finance, Marketing, Strategic Planning, etc., but they don't look for the solution to their problems inside themselves.
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Trust is the confidence among team members that their peers' intentions are good, and that there is no reason to be protective or careful around the group. In essence, teammates are not comfortable being vulnerable with one another.
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People will walk through fire for a leader that's true and human.
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There is just no escaping the fact that the single biggest factor determining whether an organization is going to get healthier - or not - is the genuine commitment and active involvement of the person in charge.
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