NEW TO BEING A MANAGER? – START WITH BUILDING TRUST – Here Are 6 Fundamentals You Cannot Ignore
Trust is a result of investment of time and effort in building genuine relationships and engaging with team members beyond just the transactions of work. With trust comes the freedom to take liberties within limits and the belief that each of the team members are equally invested in the end result. When trust is deep, mutual respect is also real. This creates a foundation from where great things can happen.
A manager can build Trust with each of their team members by following certain core principles and needs to treat them as non-negotiables for self and the team
As a leader, what can you do to create a culture of trust within your team?
1. PRACTICE WHAT YOU PREACH:
Consistency of words and actions as a leader and treat Peter and Paul with the same yard stick is the foundation to building trust & as a leader even if it might cause minor upheavals in the team in the short term tempting the leader to focus more on gaining popularity and acceptance.
2. INVEST IN BUILDING INDIVIDUAL CONNECTIONS AND RELATIONSHIPS
One way to build trust is to encourage your team members to see their colleagues as people. Think about creating situations that help them share personal stories, and bond.
Do this by asking sensitively about their family, or about their hobbies. Start by sharing some personal information about yourself, and then ask someone else about a hobby, or a musical interest.
3. OPEN AND FREE COMMUNICATION:
Open communication is essential for building trust. You need to get everyone on your team talking to one another in an honest, meaningful way,
Meet regularly, so that all team members have a chance to talk about their progress, and discuss any problems that they’re experiencing. This time spent face-to-face is an important part of getting to know each other. It also creates opportunities for team members to talk, and to help one another solve problems.Demonstrate that open communication is important to you by consistently sharing with the group. The more you share with your team members, and thereby prove that you have no hidden agenda, the more comfortable they’ll feel trusting you and each other.
4. FOCUS ON SOLUTION RATHER THAN ASSIGNING BLAME
When people work together, honest mistakes and disappointments happen, and it’s easy to blame someone who causes these. However, when everyone starts pointing fingers, an unpleasant atmosphere can quickly develop. This lowers morale, undermines trust, and is ultimately unproductive.
Instead, encourage everyone in your group to think about the mistake in a constructive way. What can you all do to fix what happened, and move forward together? And how can you make sure that this mistake doesn’t happen again?
5. LET GO
Allow for freedom to explore new ideas and to be creative. If people feel that you are micro-managing and constantly offering advice and directions, you are implicitly sending the message that you don’t trust the team’s abilities and they will stop trusting you. Allow for failures and guide the to team learn from that experience.
6. DISCOURAGE, SMALLER TEAMS AND SUB-CULTURES
Sometimes, cliques can form within a team, often between team members who share common interests or work tasks. However, these groups can – even inadvertently – make others feel isolated. They can also undermine trust between group members.
Start an open discussion about this with your team members, and see what they think about cliques and their effect on other group members. Only by addressing the issue openly can you discourage this damaging behaviour.