That means they are willing to experiment and learn from their results by sharing insights, reflecting on outcomes and really listening to each other. You do this, Chopra says, by really listening for what is of value in what they say. New ideas rarely come to mind fully formed, so they are vulnerable to attack. To voice such ideas is to risk being ridiculed or thought impractical or even irresponsible. If people feel that they can take such risks with you in a way that is not only safe but productive, then working with you becomes a positive experience.
Teams can fill the gap left by the downsizing of middle managers.
As teams fill this gap, they give individuals a place to belong in the organizational system. After setting their team performance goals a self-organizing team can set then cooperate in achieving their individual goals. If team members really do learn how to develop and train each other, their competence will improve and so will their morale and their performance as well. Real teams provide the support individuals need to manage their way through the complex problems and issues that confront them. It is a lot easier to get recognition and help from the members of your team than it is to try to get the attention of a boss that is too busy to give you the time.