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Speaker 1 (4s): Everyone. Welcome to the five minutes of PM. Speaker 0 (7s): Do they elect to continue Speaker 1 (9s): Talking about highly effective? Speaker 0 (11s): So if you remember last week, I covered targets and clear plans. Effective communication, a positive relationship among members, clear roles, and responsibilities. This week. I want to start talking about mutual trust in his motto trust. This is one of the toughest aspects of a highly effective team because it's very hard. It requires time for you to develop mutual trust. You need to trust in members of your team. And this is not something that Speaker 1 (51s): That I can do is just a meeting and say, Oh, Speaker 0 (54s): Now it's time for you to trust him or her. And it's over. No, that trust is the basis that allows people to work together to allow social interactions. And this is not simple. When you have mutual trust, you improve communication, you improve commitment, you improve loyalty. And this is not something that you can teach someone in a half an hour course, or in a two-day course, it takes time, but the results are extremely powerful because multiple trusts would drive me to the sixth aspect of highly effective teams. It's an efficient decision-making process because many times when you don't trust, you just start procrastinating. Decision-making. And this, if I can tell you about a nightmare in a team is the lack of decision. It's very important that the team built ways of making a decision. It can be a democratic way, but you can use the team member with the highest knowledge about the topic that you were trying to decide. And because people trust people, we'll be together on that. It's very important that you recognize the problem that you define. The problem is that you collect information, that you define possible solutions that you select the best solution that you can implement this best solution because it's not a matter of only selecting that you understand and evaluate the results. And in order to make this Effective one pillar is trust. But the order peeler is diversity and diversity is something so easy to identify, but so hard to practice. And for me, I'm very happy because I work in my work at the UN diversity's key because I work in a multicultural environment, all kinds of backgrounds, religious backgrounds, cultural backgrounds, perceptions of life. And this is what about us to create innovative solutions. It's very hard that you get 10 people that think very close to coming up with a different understanding. So we needed to sometimes force this diversity because if people respect the charter, did the university will be the spice. That makes the team understand and do a self-criticism of the work that they do. And this is very, very important and diversity can be geographical diversity, but it can be also age and diversity. It can be a religious diversity. It's very, very important because it's, you can have such a great amount of benefits because you improve communications. You improve knowledge, you create alternative ways of decision making. It's simply like to break the Yorkie, the concept of the status barrier. You improve the solutions, and this will help you on my eighth topic. This improves your conflict management and conflict is a number of very misunderstood aspects. I recorded many podcasts about that. Maybe people think that conflict is something dysfunctional. And let me tell you the bad conflict is this function, but there are many, many very positive. What if the conflict that makes the team move that reinforced the group cohesion that improves comprehension, that improve self-knowledge. So don't, don't think that conflict is, and I have a good team. No, but that we disagree on anything. And then let me ask you, is this a good approach for conflict management, maybe not, or not highly effective team to put a lot of conflict on the table in an extreme, a positive way, an extreme in order to collaborate, to commit themselves in order to find the best solution and last but not least is the recognition of professional development. We needed to understand when we are in a team that we are leaving and treating with individuals and they have their aspirations. So highly effective teens, for sure. We feel also the basic individual needs. For example, I'm joining the team, but I have my own aspects and I need to create sedatives for myself too. And many times when I say, okay, let's treat the team as only one single identity. And then let's create an incentive that fulfils the team, but this could be very risky because maybe one individual in your team has a different set of incentives. Let's me give you an example. Mami is not an incentive for everyone. For some people is a great incentive, but for other people, it's not maybe a recognition letter may be in a certificate of completion. It's something great too. Maybe a talk during lunchtime. So you need to understand that in highly effective teams, each team member is treated as an individual, as a vital part of the engine of the team. And this is what makes the team successful. We need to understand that is not treating the team as one single identity that will solve and short out all the problems you need to treat them as an individual with different sets of skills in the same objective. And this is, is why they are together in a high-level Effective team. So just to wrap up what I said in these two podcasts. We need to understand that great teams. They have clear targets, clear plans. They communicate effectively. We have a very positive relationship. They have clear roles and responsibilities. They trust each other. They can take decisions in an efficient way. They give Valley and they promote diversity. They manage properly, the conflict and every single human being on the team is considered as one individual with that a proper recognition of his or her work with proper opportunities to develop. This is what builds a highly effective team in highly effective teams. They deliver great project results and this is what matters. I hope you enjoy this podcast. See you next week with another five minutes BM Podcast.