Building a team on trust is the most sustainable way to ensure its success. The costliest element in any team dynamic isn't inefficiency or incompetence; it's mistrust. If a team is based on suspicion or doubt, there will be an increasing reliance on control mechanisms or systems to manage that mistrust. The more such controls are implemented, the more the rift of trust between leaders and team members widens. This problem, if left unaddressed, can become an insurmountable obstacle, draining resources and energy, and preventing goals from being achieved. Ultimately, it's the lack of trust that's at the root of such issues.
The solution is straightforward, albeit not always easy: trust your team.
In reality, it's understood that you can't blindly trust everyone. New team members may be prone to errors, and less experienced individuals could potentially cause problems due to their lack of expertise. These are valid concerns, but they shouldn't lead to a foundation of mistrust. The crux of the matter is this: you can't efficiently run a team without trust at its core.
While trust should be the cornerstone, there's also a need for mechanisms that aid team members in overcoming their weaknesses. For example, software systems should be robust enough to withstand errors, even those made by a junior developer with little experience.
As your team operates more on trust, you'll find it moves with increasing ease, at a lower cost and with reduced risk. Trust isn't a simple matter, though. It requires a level of emotional maturity and mental resilience that can take time to develop. If you're interested in delving deeper into this topic, consider exploring the concept of synergizing in the book, "The 7 Habits of Highly Effective People". It's an essential guide for fostering a healthy, trust-based team dynamic.
