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In part 1, I focused on the role of the leader or manager of the team in building trust. We often hear about the need for leaders to earn the trust of those they're leading, which is fair because the culture of a team usually follows the direction of the leader or leaders.
Several years ago, I was developing leaders and teams at the University of Victoria and struggling with getting them to really cooperate and pull together for their common goals. Then someone handed me the book, The 5 Dysfunctions of a Team by Patrick Lencioni.
A lot of people think of resilience as toughness or grit. "when the going gets tough, the tough get going," as the old adage goes. However, if the only response you know to challenges, problems, and stress are to push harder, you're inevitably going to break something; yourself, someone else, or valuable relationships.
I think everyone wants to grow. In my 20 years of leadership and helping people, I don't think I've ever met a person who genuinely doesn't want to to improve something about themselves. Whether it's finances, health, spirituality, relationships, leadership or whatever, we all can see the need for improvement in some area.
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