Studies show that commitment is very important for teams. A 2013 study demonstrated that high-performing organisations have higher levels of commitment than low-performing organisations. Sixty-seven per cent of people surveyed in high-performing organisations reported having a sense of shared commitment and responsibility, as opposed to the 43% of those surveyed in low-performing organisations who reported the same.

Teams that have high levels of shared commitment:

  • Create clarity around direction and priorities;
  • Align the entire team around a common objective;
  • Learn from mistakes;
  • Take advantage of opportunities before competitors do; and
  • Change direction quickly based on changing needs.

Teams that struggle with commitment:

  • Maintain ambiguity in the team about direction and priorities;
  • Miss opportunities due to excessive analysis;
  • Inspire lack of confidence and fear of failure;
  • Revisit the same problems again and again; and
  • Foster an environment of blaming others.

Some ways in which leaders can increase shared commitment within a team:

  1. Provide clear and understandable team goals.
  2. Choose people who work well with others and identify their strengths.
  3. Encourage an open flow of communication. Be transparent.
  4. Truly empower team members to do their jobs.
  5. Make time for social get-togethers.
  6. Encourage a culture of ideas sharing.
  7. Build a culture of ownership and accountability.
  8. Celebrate small and big wins.


Ayers, K. (2017). The importance of commitment: The third behaviour of a cohesive team. Retrieved from

Cohen, A. (2008). Top 5 ways to build team commitment. Retrieved from

Goldsmith, M. (2008). How to increase employee commitment. Retrieved from

Interaction Associates & Human Capital Institute. (2013). Building trust 2013: Workforce trends defining high performance. Retrieved from

Loehr, A. (2014). Does your team have commitment issues? Retrieved from

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