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In high school, I was a cheerleader.
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Yeah.
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Are you surprised?
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I mean, I'm kind of surprised my
older self looking back on my younger
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self is kind of surprised, but when
it comes to stunts, I was a base.
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So I was in the group of cheerleaders that
holds the feet of the cheerleaders that
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fly and flip around during the existence.
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During my entire time on the team, I
never once dropped a fellow cheerleader
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or failed to catch her after a toss.
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All the fliers knew they could
trust me and the other bases.
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And it allowed us to pull off some pretty
amazing stunts during our routines.
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Welcome to episode 180
2 of this shit works.
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A podcast dedicated to all
things, networking, relationship
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building and business development.
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I'm your host, Julie Brown.
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Speaker author and networking coach.
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And in today's episode, I'm diving
deep into an enlightening study.
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That reveals the fundamental
behaviors, propelling high
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performing teams towards success.
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Trust.
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It's a word that is echoed
throughout leadership seminars,
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boardrooms, even keynote stages.
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It's heralded as the Lynch pin for
organizational and team success.
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But have you ever thought about
the role of trust within teams?
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You know, beyond the conventional
manager employee dynamic.
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Today, I'm digging into a recent study
by ignite 80, that dissects, the inner
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workings of high performing teams,
shedding light on the pivotal behaviors
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that foster trust among teammates.
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The study, which surveyed
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1000
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uncovers a startling statistic.
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Only 8.7% of responders deemed
their teams high performing.
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This revelation sets the stage for the
exploration into the five key behaviors
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that set these rare 8.7% of teams apart.
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Are you ready for those
five key behaviors?
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First high performing teams, don't
leave collaboration to chance instead
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of just plunging into every new task.
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Willy-nilly.
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They first initiate keynote conversations.
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And his book, how to
work with almost anyone.
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Michael Bungay stainer
provides a series of prompts.
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Teammates can use to conduct these keynote
conversations before starting a project.
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Colleagues take turns, sharing
the tasks at which they Excel.
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Their communication preferences and
successful and unsuccessful collaborations
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they've experienced in the past.
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Critically staying here also recommends
proactively creating a strategy for
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when things go awry by inviting team
members to devise a plan for handling
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any breakdowns in collaboration.
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Should they occur?
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Second.
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Transparency or emerges
as another defining trait.
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High performing teams, proactively share
information, fostering inclusivity,
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and forwarding that toxic practice of
knowledge, hiding a red flag, signaling
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deeper issues within that team.
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I mean, how many of us has seen
that inaction at our places of work?
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I know when I was in corporate
America, I saw it all the time.
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Third.
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These teams don't hoard praise.
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They actively share credit.
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They acknowledged
teammate's contributions.
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Fostering appreciation and cultivating
a culture of reciprocity that
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bolsters trust within the team.
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But what about disagreements?
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Well, The fourth behavior of high
performing teams is that they
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don't shy away from conflict.
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Instead they view it as a catalyst
for making better decisions.
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The article draws parallels to thriving
marriages, which I thought was an
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interesting take because in thriving
marriages, they navigate disagreements,
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adeptly focusing on needs over
failures and maintaining a constructive
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approach, which these teams do as well.
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And finally, and perhaps most
strikingly these teams don't
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wait for tensions to fester.
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They proactively address it.
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Embracing a growth
mindset in relationships.
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They believe in repairing and enhancing
even the most strained connections
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through effort learning and perseverance.
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In other words, they believe tension
is temporary and can be overcome.
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So what are the immediate takeaways?
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Well, perhaps that trust isn't bestowed
by management to employee eats.
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It blossoms from the ground up, not from
the top down, nurtured by peer-to-peer
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interactions and everyday behaviors.
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Well, this kind of trust
building take time.
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Will it be challenging?
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Will you falter along the way?
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Yeah.
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It's why only 8.7% of teams
consider themselves high performing.
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But if you do these things,
your team will outperform 91.3%
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of the other teams out there.
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So.
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Maybe the place to start is to share
this podcast and article it discusses
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with your team and see which of these
strategies you can start implementing now.
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Consider implementing those keynote
conversations with your team at
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the beginning of each new project.
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Begin to foster transparent communication,
share credit for all accomplishments.
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Embrace constructive disagreements.
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And proactively address tensions.
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These actions can sow the seeds of
trust, fostering an environment,
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prime for productivity and success.
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I'm going to put a link to that
article in the show notes for you so
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that you can read the whole thing and
hopefully share it with your team.
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Okay.
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Onto the drink of the week,
which is the cheerleader.
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And it sounds fucking disgusting, so
I didn't make it tell me if you did.
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Here's what you're going to need.
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Two ounces of vodka, 14 ounces of a
light beer, two ounces of cranberry
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juice, two ounces of orange juice,
and then align, wedge for garnish.
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What you're going to do is you're
going to combine all ingredients
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in a pint glass with ice.
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Stir and maybe enjoy.
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You know what.
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I bet it's better together.
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I bet it's better than
the sum of its parts.
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But I'm still not going to make it.
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All right friends.
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That's all for this week.
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Thanks for being here.
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If you like what you heard
today, please leave a review
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and subscribe to the podcast.
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Also, please remember to share the pockets
to help it reach a larger audience.
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If you want more.
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Julie Brown that's me.
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You can find my book.
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This shit works on Amazon
or Barnes and noble.
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You can find me on
LinkedIn at Julie Brown BD.
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Just let me know where you
found me when you reach out.
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I'm Julie Brown underscore on Instagram,
or you can just pop on over to my website.
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Lots of info there.
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Julie Brown, bd.com until next week.
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Cheers guys.
