The Team Development Process & the Power of Trust on Performance

Droste Group Principal Steve Dion presented on the importance of team development at the 2016 MISHRM Conference & Exhibition. Steve spoke on several different team development topics including the power of trust on performance, the team development process, how team development is leadership development, and then concluded the presentation with a case study. Here is an overview of our team development process and the steps we take when helping our clients.

team development process

Author and business leader Patrick Lencioni has some great quotes on the importance of teamwork and results. “Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.” “A team ensures that its attention is focused on results by making results clear, and rewarding only those behaviors and actions that contribute to those results. A functional team must make the collective results of the group more important to each individual than individual members’ goals.” Team members may be conflicted between their own personal goals and the team’s goals, but if they have trust, if they have healthy conflict, if they can commit to the team’s decision, and if they are willing and able to hold one another accountable, they will be able to focus on the collective results of the group, rather than let personal goals get in the way. If the team can focus on collective results, the individual results will come along.

Impact of an Effective Team Development Process

Cohesive teams…

  • Make better, faster decisions
  • Tap into skills and opinions of all members
  • Avoid wasting time and energy on politics, confusion, and destructive conflict
  • Create a competitive advantage
  • Are more fun and keep people at the organization

Trust and Interpersonal Differences

trust and interpersonal differences

In building trust, we create a safe place to talk about some very important interpersonal differences. Through the process of building trust, we move from judging to valuing. The natural instinct we have to differences is to judge them. “She’s too demanding.” “He’s too flighty.” “She’s too soft.” “He’s too cold.” We start by understanding why other people are that way. Then we respect. “There’s nothing wrong with being that way.” Then we appreciate. “I can see why you’d act that way.” Then we value. “Those qualities you bring to the table, a lot of them are actually pretty valuable. I wouldn’t mind being able to tap into those skills.”

The Five Dysfunctions of a Team Model

The Five Dysfunctions of a Team model is a proven model. For years, many organizations have used this model to try to get beyond the dysfunctions of a typical team.

five dysfunctions of a team model

Measuring Team Effectiveness. 

Our Team

  • Trusts one another?
  • Engages in healthy conflict around ideas?
  • Commits to decisions?
  • Holds one another accountable?
  • Focuses on achieving collective results?

Connecting Team with Individual Personality

This diagram shows the connection between your team members’ personalities and the decisions they will make as a result. During the team development process, you want to ensure your team is expressing healthy behavior during a conflict.

connecting team with individual personality

Quickly Peeling Back the Team

Here are some more statistics we found on trust, and the importance of understanding how your team feels. team decisions what is needed to acheive trust

Team Development is Leadership Development

the ideal team player



Ideal team players are humble. They lack excessive ego or concerns about status. Humble people are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasize team over self and define success collectively rather than individually.


Ideal team players are hungry. They are always looking for more. More things to do. More to learn. More responsibility to take on. Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.


Ideal team players are smart. They have common sense about people. Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.   5 dysfunctions of a team

Case study

the five behaviors of your team

Organizations and teams can expect these outcomes after running a Five Behaviors program.

  • Improves morale and leadership skills
  • Finds the barriers that deter high performance
  • Improves processes and procedures
  • Clearly defines objectives and goals
  • Improves the ability to problem solve
  • Improves organizational productivity