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WAKE FOREST SCHOOL OF BUSINESS
Center for Leadership & Character
Copyright 2015
clc.business.wfu.edu
Center for Leadership & Character
Copyright 2015
clc.business.wfu.edu
Open to different points of view to make most informed decision for organization--once decision is made, all members commit to its execution
Members are aligned and committed to common purpose and goals
Core values are clearly defined and guide all members' actions to ensure getting results with integrity
Team members recognize and understand how each member brings value to the team
Members hold themselves and each other accountable to ensure the organization is successful
Team members have established positive relationships characterized by competence, integrity, and concern
Members put the interests
of team and its members before their own
of team and its members before their own
Individuals consider their own interests and may overlook the concerns of team members
Superficial relationships mean members do not fully know each other's motivations leading to uncertainty and unwillingness to be vulnerable
Members focus on their own success without considering the organization, and avoid holding others accountable
Organizational values are poorly defined, and members must rely on personal values resulting in reduced trust and fragmented culture
Members are uncomfortable with conflict, so opposing views are not voiced resulting in less than optimal decisions and low commitment to execution
Poorly defined goals create an environment of misunderstanding and inequitable labor
Lack of awareness brings mistrust and heightened sensitivity to conflict
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Differences
High vs Low Performing
TEAMS
Low Performing
TRUST
VALUES
CONFLICT
GOALS
ACCOUNT-
ABILITY
ABILITY
RELATIONSHIPS
RESPECT
High Performing
Low Trust
High Trust
Unclear Goals
Clear Goals
Uncomfortable with Difference
Welcome Opposing Views
Unclear Values
Clear Core Values
Selfless Orientation
Personal Gain Orientation
Uncertainty
Established Relationships
Team Orientation
Self Orientation
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