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Presentation: Trust, the Secret Ingredient in High Performing Team

Track: Building High Performing Teams

Location: Churchill, G flr.

Duration: 1:40pm - 2:30pm

Day of week: Tuesday

Slides: Download Slides

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What You’ll Learn

  1. Hear about the importance of trust in teams.
  2. Get ideas on how to deal with trust issues and increase trust.

Abstract

Building a high performing team had always been a hot topic in the software world. Have you ever wondered how you can play a part in it?    

Trust is one of the few key ingredients in a high performance team, In fact, the most effective way to build trust with your peers, and managers, comes from you, a member of the team.     

This talk will outline the “What, Who, How, and Why”, a practical strategy on cultivating trust in your team. Combining the art and science on building trust, the goal is to inspire everyone to view their team in a new light, and helping each other in achieving more.

Question: 

What is the focus of your work these days?

Answer: 

I’ve worked in the technical leadership and engineering management area in the company in the past 2 years. I recently made my way back into the technical team, contributing to the technical roadmap and looking at how to scale our platform. 

Question: 

What’s your goal for the talk that you're giving?

Answer: 

The goal is to introduce the idea that interpersonal trust is quite integral to team health. With my experience in coaching and discussing around team health with my direct reports in the past two years, there is a pattern where interpersonal trust has been neglected, especially when the teams are going fast and being pushed to deliver. 

In most of the team building activities, they don’t tend to focus on a one to one relationship building, and when that’s neglected, you do see that that goes into the team health indicator.

You tend to see more friction, teams take longer to come to positions. When you need to be able to make a business and technical decision together as a team, it takes longer. They also take fewer risks and there is a low engagement level with problem-solving as a team.

There is a difference between trust and psychological safety. You can't have psychological safety without trust, hence we can put our focus on getting the first step of building one to one relationships with each team member, and contribute to their team health.

Question: 

Is there a sort of a symptom that's visible when that trust isn't there?

Answer: 

You're trying to get into the root cause of why the team is not moving forward and getting to the conclusion. When you get to the end of the investigation and you're thinking, why couldn't team member A trust team member B? You want to tell them to trust each other, when you know that it's ridiculous having that request in your head. There’s the sign where there is an element of interpersonal trust that's not either been acknowledged or it's been damaged.

Question: 

Is there anything you want people to leave the talk with?

Answer: 

I hope the audience will walk away with the understanding that no one is an island. Being in a team helps us to have a sense of belonging in our work community.  In order to be in a healthy and high performing team, it’d need work and care from each team member.

From my talk, there will be practical tips on how to build trust with each other. Hopefully, I will inspire people to slow down. Look around and notice their team members, and take the first step of building trust with each and one of them. 

Speaker: Jaycee Cheong

Site Reliability Engineer @immersivelabsuk

Jaycee Cheong is a software engineer at Immersive Labs, and her team philosophy is built on the mantra of ‘work for the team, with the team’.  

She is also an active member of the outreach communities such as Codebar, Global CfP day, Bristol Tech Volunteer and RailGirls in Bristol.  

Her mission is to spread the idea of applying the art and science of a human centric approach in building software; happy team builds great software.

Find Jaycee Cheong at

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