The 7 Commitments of a Great Team audiobook cover - Transform any team into a powerhouse of collaboration and growth

The 7 Commitments of a Great Team

Transform any team into a powerhouse of collaboration and growth

Jon Gordon

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Career & SuccessManagement & LeadershipCorporate Culture

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The 7 Commitments of a Great Team
1. Committing to Vision+
2 & 3. Positivity & Giving Your Best+
4. Getting Better Together+
5 & 6. Connection & Commitment to Each Other+
7. Valuing Each Other+

Quiz — Test Your Understanding

Question 1 of 7
What inspired Elena to realize the difference between her struggling marketing team and a truly great team?
  • A. A seminar on leadership management
  • B. Observing an airport ground crew working with synchronized precision
  • C. Reading a book about a successful sports franchise
  • D. A conversation with a highly effective project manager
Question 2 of 7
According to the text, what is the fundamental difference between a goal and a vision?
  • A. A goal is long-term, while a vision focuses on immediate daily tasks.
  • B. A goal tells you what to accomplish, while a vision tells you why it matters.
  • C. A goal is set by leadership, while a vision is crowdsourced from the team.
  • D. A goal is measurable, while a vision is strictly financial.
Question 3 of 7
Why does the author argue that 'positivity without effort is baseless optimism'?
  • A. Because positive thinking alone cannot overcome poor performance.
  • B. Because optimism often leads to setting unrealistic deadlines.
  • C. Because team members will resent leaders who are too cheerful during crises.
  • D. Because focusing too much on positivity distracts from analyzing past mistakes.
Question 4 of 7
What simple rule did Elena’s team adopt to build a culture of positive effort when facing challenges?
  • A. Every challenge must be logged in a shared document for the manager to review.
  • B. Whoever causes a problem is solely responsible for fixing it.
  • C. Every obstacle or challenge shared must be paired with a proposed best-effort solution.
  • D. The team must take a 10-minute break before discussing any bad news.
Question 5 of 7
How did Elena's team change their approach to mistakes and failures in order to build a 'growth engine'?
  • A. They implemented a strict penalty system to ensure mistakes were rarely repeated.
  • B. They began treating mistakes as important data to collect and tuition paid for learning.
  • C. They stopped tracking individual metrics to reduce the fear of failure.
  • D. They hired outside consultants to analyze every failure and assign blame objectively.
Question 6 of 7
What does 'real connection' among team members look like in practice, according to the book?
  • A. Spending time together outside of regular office hours.
  • B. Never disagreeing with colleagues during team meetings.
  • C. Taking genuine responsibility for one another’s success and well-being.
  • D. Ensuring everyone has exactly the same workload at all times.
Question 7 of 7
To build a culture where team members genuinely value each other, what type of recognition is described as most effective?
  • A. Generic praise delivered during annual performance reviews.
  • B. Financial bonuses distributed equally among all team members.
  • C. Publicly crowning a single 'Employee of the Month.'
  • D. Detailed and concrete recognition of specific actions and their impact.

The 7 Commitments of a Great Team — Full Chapter Overview

The 7 Commitments of a Great Team Summary & Overview

The 7 Commitments of a Great Team (2025) examines the core principles that turn talented individuals into unstoppable teams. It provides a blueprint for building trust, maintaining positivity, and creating the kind of collaboration that drives extraordinary results. 

Who Should Listen to The 7 Commitments of a Great Team?

  • Team leaders and managers looking to improve collaboration and performance 
  • Those transitioning into a leadership role needing foundational team-building skills
  • Anyone seeking strategies to unite diverse skill sets toward common objectives

About the Author: Jon Gordon

Jon Gordon is a seventeen-time bestselling author and sought-after keynote speaker who has worked with Fortune 500 companies and professional sports teams including the Los Angeles Dodgers, Atlanta Falcons, Campbell Soup, and Southwest Airlines. His notable publications include The Energy Bus, The Carpenter, Training Camp, The Power of Positive Leadership, and The Power of a Positive Team. The Energy Bus was a Wall Street Journal bestseller.

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