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.
Once healthy conflict occurs, even when there’s disagreement, team members are more likely to show commitment to group decisions.
Then, because everyone is moving forward together, it’s time to ensure that we get comfortable with peer-to-peer accountability.
In my work with teams, peer-to-peer accountability seems to be a very challenging idea. Generally, this is because the areas of trust and conflict have not yet been attended to.
Regardless, once people get in the habit of holding each other accountable without making it personal, teams hum with productivity.
Another outcome is that gossip about lack of delivery will lessen. That’s a huge source of workplace gossip, and it divides teams.
Here’s a great clip of Patrick Lencioni on the topic:
Ashleigh’s Input – Because of our individual commitment to team decisions and goals, Alan and I make sure not to waste valuable time wondering and worrying about deliverables by simply asking for accountability. It isn’t personal, and things still slip, but we know it’s best for the team and our combined productivity if we can hold each other accountable.