Trust Activities

In the workplace, a 360 assessment is a helpful tool for getting feedback from peers. Trust can be built by having a rotating trust session where teammates share positive observations and areas for improvement. The rule is to only say thank you, and at the end, reflect on what was learned and decide on an area of opportunity to pursue. This activity encourages positive growth and action. We're going to provide you one activity to facilitate trust within the team. And let me just share with you a concept that we often have in the workplace called a 360 assessment. A 360 assessment is something where an assessment goes out to your peers and you get feedback from your peers of the things you do well and certainly the things they don't think you do as well as you think you probably do. And often when people get the results, and I've always shared this, people sometimes don't think about what people said, they want to know who said it. That goes at the foundation of accepting trust. So a great activity is to have a rotating trust session. Use a framework of strength and opportunity. Now, I've done this with high school volleyball players. Have your teammates rotate and share two things that they observe positively about you as a teammate and one area where they feel like you have an opportunity to improve. And you structure it, you facilitate it. Don't leave it to chance, meaning that part where they're going to be really honest, where you have an opportunity to raise your game, where you can improve as a teammate. The rule of engagement is you can only say thank you. We're going to rotate teammates. We're going to do this. And then at the end, you ask them, write down on a piece of paper what you learned about yourself, one thing that surprised you positively, and what was the area of opportunity that you think you're going to pursue? Notice what I said. Not agree or disagree that you're going to pursue, which frames out the reception of the feedback and then also draws them into an action immediately, meaning they don't have enough time to say, well, I agree or disagree with this, or I really am mad that John said that. It gets them off the dime moving in a positive direction.