Are individual team members slow to execute tasks which they may not be in agreement with?
Does the team lack passion for their goals?
If so, there may be an issue with commitment.
In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team to be successful. When this trust is developed, we can have healthy conflict.
Once healthy conflict occurs, even when there’s disagreement, team members are more likely to commit to group decisions.
Here’s a tool that can help measure commitment: “1-to-5” cards.
The conversations that come out of exploring the objections exposed by lower-voters can help everyone feel heard, increasing the likelihood of more buy-in, even after initial disagreement.
Thanks for reading,
Ashleigh’s Input – In previous work, I have experienced leadership that was unresponsive to objections. This frustrated team members who only wanted to be heard. Had these objections been addressed, perhaps the team’s buy-in would have been greater. No matter the issue at hand, if one feels their objections or ideas aren’t being considered, their commitment is likely to be lacking.
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