Three ways to build a team using confidentiality and information-sharing

You can help your team to be the best it can and be successful.

Involve as many of your people as we practically can.

Build a successful team – use 4 principles to create a psychologically safe team environment

The principles below can deepen team bonds when implemented well and greatly improve team performance.

4 Principles that build a psychologically safe team environment:

  • Observe confidentiality
  • Appreciate statements that each team member makes
  • Commit to helping each other
  • Give everyone a chance to speak and support each person’s contribution
Breaches of team confidentiality breaks trust - potentially beyond repair

Breaches of team confidentiality breaks trust – potentially beyond repair

Once in place, these principles help create a safe work environment. In this blog post I am going to take a closer look at confidentiality. Why? Well it’s easy to take confidentiality for granted. But such complacency leads to gaffes and the kind of confidentiality breaches that can damage trust beyond repair. Experience shows that being clear about confidentiality helps team members realise just how important it is.

There are three steps involved in securing and building confidentiality:

  1. Clarity – be clear about what can and can’t be shared

From the outset, your team should agree to keep the content team dialogues confidential.

  1. Realism – be realistic about the sharing of learning

It makes sense to define and agree on what can be shared outside of team dialogues. A positive approach to this is to treat team dialogues as a learning opportunity. This encourages team members to use what they have learnt. In this way, the team builds the supportive conditions necessary for knowledge sharing.

It’s also important to agree on what should not be shared with those not on the team. Team members need to be clear about why certain information can’t be shared so everyone understands the implications. Specifically, information sharing shouldn’t include verbatim reports of who said what (good or bad) nor elaborate examples of conflict, or moments that may have been difficult and distressing for the team.

  1. Purpose – of confidentiality

Confidentiality, when clarified, works because valuable insights from information sharing build team knowledge. This is important since information sharing has been consistently shown to enhance team effectiveness and productivity, and, hence, performance.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments