Oscillation at the Team Parameter
The guiding distinction inside the team/outside the team with regard to team parameters is an expression of a paradox. Their processing, as with all paradoxes, leads to oscillating effects.
One aspect of inclusion is a minimum of trust in each team member. The loss of any trust equates, implicitly and then usually also explicitly, to the loss of membership in the team. Thus, trust is the unity of trust/mistrust. What does this mean? To develop trust, one must be able to test it. At the beginning of a membership you test more, then usually less, but never not at all, otherwise trust would be blind and, therefore, no longer trust. Testing can take the form of reviews, control processes, cross checks, conversations with third parties (such as customers) etc., but it can also be targeted questioning or verification of statements.
Inevitably, through the tests – mild or strong – mistrust is stimulated. If this is perceived, it will, as a rule, lead to the abandoning or weakening of tests. This, in turn, leads to a stronger development of trust and requirement for it. If this becomes too ‘blind’, new activities are created for the trust test.
The oscillating sequence then looks like this: trust >> test of trust >> increased cause for mistrust >> mistrust >> reduction of tests >> trust building >>
Such oscillations between the decision-making poles are often lamented, because they are interpreted so that one does not know how to proceed and what is now correct. In this theory, however, this phenomenon is seen as the unfolding of a paradox in time, and is, therefore, an unavoidable aspect of team dynamics.