Trust and the Bottom Line

Sarah was frustrated.

She had noticed that her team members often seemed dismissive about the importance of her work. Why are they not interested in my work?
Does what I do not matter?

Sarah felt angry, defensive and helpless, which made things even worse. Subsequently, she didn’t want to work with them and started to avoid them,
further negatively impacting communication and team spirit. The disconnect between her and most of her colleagues grew.

In reality, the perceived disinterest resulted from the team members not really knowing each other, hence not connecting or taking an interest. It
wasn’t that they were being intentionally dismissive. People were just busy doing their own thing rather than ignoring her. But Sarah didn’t see that connection. She had her own perception of what was going on.

Ultimately the whole situation affected one of their clients, who didn’t get a promised report on time, as communication had broken down between the
colleagues and deadlines were missed.

The client complained about the breach of contract this entailed, and a penalty clause kicked in, which meant the client didn’t have to pay. This didn’t improve the team spirit but instead triggered an unproductive, finger-pointing blame game where no one wanted to take responsibility for what had happened or what it had resulted in.

There was a clear impact on the bottom line from the lack of trust that had been created through the team disconnect.

impact | mar 2023


impact | mar 2023

Author: Excellence in Leadership

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