The hallmark of a high performing team is that it looks messy.

Especially looking at it from the outside in.  

It can feel, at times, that nothing gets done.

There is no formal structure.  The team is full of endless debates, everyone has an opinion, and it takes forever to make decisions.  

In contrast, a low trust culture can look like a textbook model of efficiency.  

Where everyone is doing what they are supposed to do, each one has a specific task, work is passed from one to another, and progress is being made (or at the very least the appearance of progress).  

In a stable market, the second option can run circles around the first.  Each and every time.  

But what happens when the market changes?  As it inevitably does.    

The low trust culture has a hard time adapting.  

It holds on to what it does best.  They continue to make the same widget the same way.  

Even when the data is staring them in the face to change.  Because any kind of change threatens stability and efficiency.  Until it is too late.    

The high trust culture, on the other hand, thrives.  

Its endless debates are nothing more than the team trying out new ideas.  

Lots of opinions helps them look at a problem from different angles.  And it’s loose structure allows them to mold themselves toward the new opportunity.  

Yes it is messy.  But the mess is a feature not a bug.  

You can cling to the old “ordered” model.

Or you can embrace the mess.

Happy building!!