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Without committing to a clear plan of action… people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.

Great teams also pride themselves on being able to unite behind decisions and commit to clear courses of action even when there is little assurance about whether the decision is correct.

Members of great teams improve their relationships by holding one another accountable, thus demonstrating that they respect each other and have high expectations for one another’s performance.

The enemy of accountability is ambiguity, and even when a team has initially committed to a plan or a set of behavioral standards, it is important to keep those agreements in the open so that no one can easily ignore them.

By shifting rewards away from individual performance to team achievement, the team can create a culture of accountability.

Team leaders must be selfless and objective, and reserve rewards and recognition for those who make real contributions to the achievement of group goals.

By acknowledging the imperfections of their humanity, members of functional teams overcome the natural tendencies that make trust, conflict, commitment, accountability, and a focus on results so elusive.

We move into scientist mode when we’re searching for the truth: we run experiments to test hypotheses and discover knowledge.

…recent experiments suggest that the smarter you are, the more you might struggle to update your beliefs.

Research shows that when people are resistant to change, it helps to reinforce what will stay the same.