As a facilitator, I feel lucky to have worked with hundreds of teams across the globe. I found that there is one ingredient that holds many teams together\u00a0and that is trust. A team without trust is like a great piece of music that has no soul. It may sound good, but will not have the magic to touch your heart.\r\n\r\nThe irony is that smaller teams often do not face such trust issues. It is the larger teams or the teams that have been working together for a long time that struggle with lack of trust. Why does a team that used to score 10\/10 on trust starts losing it all of the sudden? Is it because of the growing team size, or is it because of something else? Well, the answer to this question is hidden in the two W\u2019s: why and what.\r\n\r\nThe why: the why brings people together. The why is the reason for creating something new or trying something together. Think of a trendy new caf\u00e9; their reason for existing isn\u2019t only to serve coffee, but to change the way coffee is served. Similarly, Bill Gates didn\u2019t just want to make a computer, he wanted a desktop in every home. That was his why.\r\n\r\nThe what: this is the way forward. The what is made up of the processes and steps that are needed to successfully achieve the why. This might include hiring new people, expanding and opening new branches, or developing a new product. The caf\u00e9 might develop a new brewing system or have an unconventional serving style. Bill Gates might have a target number of computers to be sold in the first quarter. Simply put, the what is how you reach the why.\r\n\r\nMost teams find it very difficult to strike a balance between their why and their what. In teams that work for the why, accountability, laughter, healthy conflicts, over communication, open feedback, and regular celebrations are commonly found. They have a strong understanding of their main purpose. These teams hardly have any time or energy to get stuck in the whirlwind of the what. As a result, they float away from the web of negativity, quarrels, distrust, and low results.\r\n\r\nIf your company\u2019s why is to change people\u2019s lives and it\u2019s what is to earn 20 cr., you would have two methods to drive your team \u2013 either through the what (20 cr.) or through the why (life improvement). Your what might not ensure the delivery of your why, but your why can very well ensure the delivery of your what.\r\n\r\nIn the excitement of expansion or bigger targets your what can easily take over your why. Even in our company there is a temptation to focus on expanding and achieving bigger numbers (our what) rather than focusing on our why, which is to challenge and change the way corporate trainings are done. But we understand that maintaining the balance between both is not very difficult provided the team or the leader is constantly assessing the current direction.\r\n\r\nBelow are 3 checks that help us move away from this temptation.\r\n\r\n\tLaughter and Celebration:\r\nTeams that work for the why will always be full of positive energy. There is often loud laughter. These teams look forward to meeting each other and celebrating all wins, big or small. As they say, \u201cTeams that laugh together, stay together.\u201d\r\n\tOpenness and Accountability:\r\nThese two are very important characteristics of the teams that are driven by the why. In these teams almost every member appreciates suggestions or feedback, even if it is not always positive. They understand that these tough tasks take them closer to their ultimate goal. The level of accountability and trust is extremely high in such teams because they understand that the team\u2019s goal is much bigger than any individual.\r\n\tRewards:\r\n A team\u2019s leader must keep be watchful of what behaviors and results are being rewarded in the team. The why-driven companies often reward effort, new ideas, and the way members live and work by the team\u2019s values. The what of the team becomes the by-product in such cases, wherein the what-driven teams start complimenting and rewarding the transactions rather than the effort. These teams gel during their peaks but fall apart during their valleys.\r\n\r\nSo before you get stuck in day-to-day transactions, pause for a moment and reaffirm your why and what and keep on going.