Build a Collaborative Team

In many businesses, a self-serving culture has developed which sees people often looking out for themselves, even at the expense of their colleagues. Whether it’s blaming others for failures, withholding crucial information, or stepping on others to get promoted, such behaviour has a high cost. It stifles trust, innovation and morale, the very things you need to build a winning team. 

In Simon Sinek’s book; Leaders Eat Last, the concept of the “circle of safety” offers a great foundation for creating environments where trust and collaboration thrive, where people feel psychologically safe, valued, and willing to work for the greater good. Here are some ways to foster a collaborative culture where everyone thrives together.

The meaning behind ‘the circle of safety’

The “circle of safety” represents an organisational culture where everyone, at all levels, feels secure. In this space, individuals trust that their leaders and peers have their backs, creating a ripple effect of collaboration and loyalty. Sinek draws parallels between modern workplaces and ancient tribes, where survival depended on the group’s cohesion and mutual protection. When people feel safe, they are free to focus their                                        energy towards achieving shared goals instead of defending themselves from internal threats. Businesses that don’t have this sense of safety foster environments where employees prioritise self-preservation. This dynamic leads to competition, cynicism, and poor performance, creating a vicious cycle. For organisations to thrive, leaders must actively dismantle self-serving behaviour and replace it with a culture of shared responsibility.

Identify if you have a “me-first” culture

Self-serving cultures have the following features; 

  • Blame is rife – employees point fingers at others to avoid getting into trouble for mistakes or failures.
  • Lack of communication – teams withhold information to maintain power or control.
  • Fear of failure – Individuals avoid taking risks, fearing the repercussions.
  • Toxic competition – people compete for resources, recognition or promotions at the expense of collaboration.

If you recognise any of these symptoms of a me-first culture, you can take steps to build a more collaborative team to better tackle the year ahead with a shared goal of thriving and success. Creating a circle of safety requires intentional actions and leadership commitment. 

1. Lead with empathy

Empathy is essential if you want to build trust. Leaders who prioritise understanding their team members’ perspectives create a foundation of psychological safety. Take the time to listen actively, acknowledge challenges, and show genuine concern for employee well-being. As Sinek notes, “Leadership is not about being in charge. It is about taking care of those in your charge.” Schedule regular one-on-one check-ins with team members to discuss their goals, concerns, and ideas without judgement.

2. Set shared goals

When teams have a unified purpose, they are less likely to engage in self-serving behaviours. A clear mission aligns individual efforts with organisational objectives, fostering collaboration instead of competition. Regularly communicate the shared vision and how each person’s role contributes to the bigger picture.

3. Recognise and reward collaboration

Instead of just rewarding individual achievements, (which can inadvertently encourage competition), shift the focus to team-based accomplishments to reinforce the importance of working together.

4. Create a safe space for failure

Fear of failure can make people to act defensively or throw others under the bus. Lin cultures innovation is encouraged and where mistakes are viewed as learning opportunities rather than grounds for punishment; people feel much more compelled to collaborate and be experimental in their approach to work. This in turn creates creative organisations that embrace change, adapt and thrive. Don’t be afraid to share your own failures and their learnings to normalise vulnerability and growth. When people feel ‘safe’ they become more engaged, innovative, and committed to the organisation’s success. They are more willing to take risks, share ideas, and support one another because they trust the system around them.

5. Model trust and transparency

By being transparent about decisions and demonstrating trust in employees, leaders inspire similar behaviours across teams. Share updates about organisational challenges and successes openly during team meetings, inviting input from all levels.

Creating a culture of safety and trust allows individuals to bring their best selves to work and home. This holistic well-being can transform not only teams but entire communities.

Building a circle of safety isn’t a one-time initiative but an ongoing commitment to fostering trust, empathy, and collaboration. By addressing self-serving behaviours and replacing them with shared responsibility and mutual support, leaders can create cultures where everyone feels valued and protected. As Sinek says, “When we feel safe inside the organisation, we will naturally combine our talents and strengths and work tirelessly to face the dangers outside and seize the opportunities.” 

Does your team feel safe to be innovative, creative and fully committed? Are they being the best versions of themselves at work? 

If your leadership team could do with my help in 2025, then get in touch today, I’d love to hear from you.

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