Hey John Maxwell Leadership Podcast listeners welcome back to this week's episode. In fact, you have joined us in the middle of a series where we're talking about building a team environment.

Last week John asked us five questions and if you're if you're a regular listener I hope that you took time and assessed yourself on the first five questions.

Don't fear if you didn't get last week it's because it's available. Go to where you listen to podcasts, subscribe, pass along to someone else.

Give us a comment, let us know how we're doing, how we're serving you and then take in last week's show it will help you. This week Tracy, moral and I are going to come back after John's teaching and we're going to share some application to the five questions John asked today.

As I said last week, one is too small of a number to achieve greatness. Are you a part of building a winning team? A team that is growing together that is thriving, that is pursuing the same vision, going in the same direction.

That's the goal, whether you're a leader, whether you're a participant, a winning team is a difference maker. Now, John is we're going to join John in a session and hear him finish out this series on building a team environment.

If you have not done so, go to Maxwell Podcasts.com forward slash team, you'll be able to download the bonus resource and you'll be able to follow along with John as he teaches. Thanks for joining us today. Here is John Maxwell.

Let's review before we go on. Questions to ask and create in a team environment to win. Number one, do I understand what it takes to be a team to our my expectations.

Crystal Clear, three, do my people understand why what we do is important for it is my team to find success with their customer. Five, am I holding people accountable for their performance. Let's go to number six. Do I seek out barriers and remove them to make their jobs easier?

Two questions a leader must continually ask. Number one, what are the great opportunities with this organization and number two, what are the great problems with this organization?

Brother Larry taught me that. He said, I really don't want to know too much about my company. He said, I really don't want to know two things. What are the opportunities? What are the great opportunities? He said, that's how you make money.

Secondly, what are the great problems?

And leaders are really what I would call roadblock removers. And that's what this question is all about. Do I seek out the barriers and do I remove them to make their jobs easier? One of the great things about being a leader is it's highly possible that almost in every kind of a roadblock in a person's life, if that leader is a good leader, they can begin to remove those roadblocks and begin to make it a lot easier for that person to get through some of those barriers.

Okay, let me give you some indicators that barriers must be removed. Number one, lack of communication. That's always always without any question. The result of barriers.

Number two, we've all been here. Private meetings after public ones. If after you meet with your staff, your staff privately meets with each other.

Probably have some issues. Three, confusion of roles and goals when anybody's confused about what their role is to be on the team or what the goal is of the team. Number four, distrust among team members.

Number five, attitude issues. Interestingly enough, yesterday I met with a CEO of a company. And he was talking about a member of their staff, a key executive member of which that member was not getting good followership because of a level of

distrust. And so I asked the CEO, I said, well, have you discovered what that distrust is in a tangible way? I mean, it's not enough just tell me that people don't trust him. Why don't they trust him?

And he said, I think I know he said, I think I've discovered he gave me a very specific thing that had happened. And so I told him how to fix that thing. I said, oh my goodness, if that really is it. And he said, well, how I know it's it. I said, well, it's very simple. If that is it, remove it.

And I told him how to remove it. And I said within a few weeks, the trust level will go back up. Now if the trust level doesn't go back up, obviously you haven't yet found out what that barrier is or what that issue is.

I think I gave you number five attitude issues. Number six, potential greater than performance. And number seven, unwillingness to change.

That potential greater than performance, all of us as leaders see that in our people. That's why if we can set up an environment to win, that performance level should increase.

...