“…..that all of you agree with one another…..” – 1Co 1:10

What Paul had said here, to agree with one another, does not mean to become a “yes man” in the team. The team needs to agree with one another on a common vision but the team also needs to work on the most effective and efficient way to get there. To achieve this objective, the team will need healthy debate on the issues from the team members. Proverbs 15:22 says, “Plans fail for lack of counsel, but with many advisers they succeed”.

When a leader abuses his authority by forcing his own agenda down the throats of his team, for the sake of not getting into any strife with the leader, his team will simply agree with him without any feedback. This kind of leader is a fool, and Proverbs 23:9 says, “Do not speak to a fool, for he will scorn the wisdom of your words.” Hence a wise leader will encourage healthy debates from his team to work out the best way to achieve the group vision. Most people will not give their opinion unless they are in an environment of trust.

Trust is the most important foundation of great teamwork. Hence the first dysfunction in a team is a failure on the part of team members to trust and open up to one another. It is an absolutely the most critical part of building a team. Members of great teams do not hold back with one another and they are not afraid of being upfront. They confess their mistakes, their weaknesses and their concerns without fear of retaliation. Love always protect, always trusts, always hopes, always perseveres, and never fails. (1Co 13: 7 - 8a).

Let’s pray.

Lord, please give me the humility to listen to the counsel of your people around me. Help me to instill and encourage an environment of trust in my team so that people can feel comfortable around me. Amen.

Before we go, take a look at the questions below:

1. What do you think genuine "harmony" in a team should look like? How is it different from superficial, false harmony?

2. Based on your experience, what challenges might exist in exchanging opinions within a team? How can one avoid turning such communication into a harmful argument?

3. How does your team build trust among its members? What do you think could be improved?