(In this series of posts offering excerpts from the book, 'The Wisdom of Teams' by Jon Katzenbach and Douglas Smith (Harvard Business School Press), the excerpts are in bold.)
By promising to hold ourselves accountable to the team’s goals, we each earn the right to express our own views about all aspects of the team’s effort and to have our views receive a fair and constructive hearing. By following through on such a promise, we preserve and extend the trust upon which any team must be built. . . . . . . . . . This statement is very effective reinforcement of the concept of 'Trust' as experienced in 'natural' teams. This has been reiterated several times in this blog. In 'natural' teams, it is not essential (though always welcome) that team members should like each other, or know each other well, or even trust each other as people. As long as everyone in the team trusts that everyone else in the team has clarity of the same goal and alignment to the same collective success, that is good enough. This ensures free and open sharing of ideas and perspectives without the possessiveness that converts contradiction into conflict. It also enables acceptance of honest feedback. This freedom converts individual creativity into collective innovation. As experienced and shared by participants in "CorporateTheatre" workshops, there is not much point in 'teaching' trust-building, communication, creativity, innovation, etc., as isolated techniques. The task and challenge of enlightened leadership is to create the environment where all these become instinctively available as an attitudinal behavioural package. Those who wish to get more insights on how to create this conducive environment for excellence with enjoyment, can refer to the blogposts on The 3 Pillars that enable the formation of 'Natural' Teams.