Working within Groups is a great way to accomplish goals and objectives, but as groups are formulated they often evolve into different dynamics. As we examine the issue of trust with in working components of a group it got me thinking about groups that I have been apart of and the effectiveness of those groups in accomplishing viagra substitutes goals.

As a recent example I observed the formation of a Presidential Cabinet, and the delegation of assigned duties. In the beginning stages of the formation of a presidential cabinet trust is assumed only because of the qualification’s of the Cabinet members. At the beginning of President Obama’s Administration he had to select Tadalis SX from a group of qualified members, which could be considered a sort of anointing of trust.

Michalea Barrett lectures that in order for trust to be maintain there has to be a direct tie in to three other factors.

1. Qualification of the members of the group to accomplish their delegated assignments. Relevant experience can give the other members of the group a sort assurance that it is safe to delegate certain duties based on the background and level of expertise of the participant.

2. Commitment of the members of the group to the overall objective. This particular area also deals with the level of passion, or interest that each member has in the project.

3. Accountability of each member in accomplishing the assigned objectives, and how we begin to fragment the enormity of the project.

Now to tie into our example of a Presidential Cabinet every member is empowered in their own area of assignment. There is no need for group interference unless the cabinet member proves to be incompetent or fails to commit to the direction that has been decided upon. Having one particular group member to go rouge, or fail to show the same level of passion to the group will lead to a lack of trust.

In September of 2005 we watch this entire real life case study play out on national television as President Bush Complimented Deputy Director of FEMA Michael Brown for a perceived accomplished objective. Michael Brown trust was initially assumed in the beginning stages of the recovery project and there was no need for group intervention. As the situation in New Orleans deteriorated the President as well as the group (meaning the cabinet) felt there was a need to intervene in order to improve the situation.

As mentioned earlier the qualifications of the member in most cases is all that is required in order to assume trust, but incompetence can only be determine once the task has been delegated. Trust is totally destroyed once that person has demonstrated a lack of competency, however trust can be revived over time if the group is committed to training and skill set reinforcements of that particular team member.

Tom McKenzie says “not every member of a group will get assigned task of the same levels of relevance to the overall success of the project. Team members that were assign task that were consider only a fraction of the of the total goal are more likely to receive a reassignment of duties, or another allotment of trust.” This is seldomly Cialis the case with a team member who was been given a critical assignment within the group, failure to delivery will lead to a total breakdown of trust.

In the case of Deputy Director Micheal Brown he was determined to be incompetent and consequently replaced by the group, which concluded his involvement in the recovery of New Orleans.

The main way to keep trust within a group is a principal that I call ACE = Accountability Communication Effectiveness. With accountability each member is ultimately responsible for the outcome of their particular section. Where there is accountability there is also trust. These two principals go hand in hand because it is how we measure effectiveness. Communication is perhaps the best way to solidify the trust of the group. Members are less likely to issue a vote of no confidence if they are informed of the challenges and given the opportunity to contribute through brain storming. It is only when there is a lack of communication coupled with a disastrous outcome that we end up with a total breakdown of trust.

A great way to build team trust is to allow the team to interact in order to accomplish most of the objectives of the group. In my earlier example of the Presidential Cabinet we find many different members working separately in order to accomplish one goal. I can also draw additional comparison from two popular television shows American Idol & Dancing with the Stars.

On the show American Idol each contestant is judged individually in order to determined if they are considered the best of a list of contestants. But in the show Dancing with the Stars every member of the team had to work together in order to produce the best performance. What works well for American Idol or a Presidential appointment is not always the best measure of results of a group. Once all of the members are challenged to work together in order to accomplish one goal, you will find that not only will they establish and maintain trust but they will also develop a greater appreciation for the diversity of the group.

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