Spinnaker has been running the Maritime Leadership Development Programme since 2016.
In this series of blog posts we wanted to introduce you to the ideas we cover during the workshop element of the programme.
The workshop element covers 5 elements that create a high-performing team and today we will look further into Trust.
The Cambridge Dictionary describes Trust as ‘to believe that someone is good and honest and will not harm you, or that something is safe and reliable’. So how does this work in a high-performing team and, maybe more importantly what happens in a team where there is no trust?
What does a team with trust look like? They will have constructive communication where collaboration is encouraged and team members feel they are in a safe environment. Trust ensures team members feel comfortable sharing ideas, giving and receiving feedback and taking risks. When all these factors come together you can identify a high-performing team.
But what happens when there is no trust in a team? Conflict increases, misunderstanding occurs more often, and members of the team don’t feel safe to raise concerns. This is especially critical onboard ships.
A Facet5 subfactor under Affection is Trust. People with high trust take people at face value and are focused on the preservation of relationships. This does mean they can be unquestioning of others. People with low trust challenge the motives of others in the interest of achieving the best business results and can be generally guarded. So how does your natural personality preference influence the level of trust in your team?
How do you ensure your team trusts you and do you trust them? Do they trust each other? How do we improve the level of trust in our team?
For more information on how Trust impacts you and your team and on the Maritime Leadership Development Programme. Contact Helen & Monique [email protected]
Lencioni, P. (2002), The Five Dysfunction of a Team, John Wiley & Sons
