It might be challenging to gain your team’s trust as a new team leader. You have no track record, and others are unsure if they can rely on you.
However, if you start the relationship appropriately, you may gradually create trust. And, if your trustworthiness has wavered, you may apply the fundamentals of trust-building to reestablish your reputation and continue on.
Whatever motivates you to desire to establish trust, it is critical that you accept the task. When you have trust, you have a solid foundation for developing a high-performing team. People will not accept your leadership without it, and they will spend so much time guarding their backs that you will struggle to get anything done.
No amount of team building or recognition can drive individuals to work effectively together if they do not trust you. There is no “we” without trust, and there is no team without trust.
To build a high-performing team, you must first establish your trustworthiness. Your staff must have faith in you as a person and a leader. From there, they’ll work hard to complete the task since they know you won’t let them down.
How to Build Credibility with Your Team
To increase Credibility in your Team, one must keep these things in mind:
Open up your mind
It’s critical to get in front of your team. Exposing doesn’t imply disclosing your secrets to allow people to take advantage of you; rather, it means giving them the impression that you’re just like the rest of your team.
You should have the courage to accept your mistakes and express yourself without fear of being judged.
Construct the Safety Circle
The goal of creating trust within the team is to keep information safe so that the intended results may be achieved in the end.
Treat your employees as though they are “human beings,” providing them with a sense of security, belonging, a higher purpose, and adequate care.
Before you speak, you should listen
Always listen to what others have to say with the intent of understanding rather than just responding.
If you want the team to understand you, you need be of an understanding nature first. Before reaching a final choice, be a calm listener and consider the opinions of others. Furthermore, always follow through on your promises; otherwise, people will lose faith in you as a leader.
Set a good example for your team
In most offices, team members are always watching your behaviors and getting clues from you. If you want your employees to come on time, you must first appear in the workplace on time.
Leading by example simply means having a good character, and employees are more likely to trust a boss who has a solid track record.
Assist Your Employees
Treat your subordinates as though they are vital components of your company. The most important component in increasing employee engagement and trust is to show them that you care.
Always be the first to defend your employees if they have been wrongfully accused. These small gestures will assist to double trust.
Employees Should Be Treated With Respect
Respecting each and every member of your team is a vital step in acquiring their trust. As the adage goes, “treat people as you would like to be treated.” How can you expect others to trust and respect you if you don’t trust and respect yourself? No one will trust you until you have earned their respect.
Accepting a fictitious agreement is as awful as arguing. When there are differences of opinion, the best method to address a problem is to have an open dialogue. Investigate novel approaches with the goal of resolving the issues.
The existence of conflicts indicates that the team has enough faith in you to tell you the truth.
Others should be praised
Every person of your team wants to be important, and you can help them feel that way by saying thank you.
Appreciating and appreciating another person aids in the rapid development of trust. Keep in mind that no one has ever built a win-win partnership without first allowing the other party to win.
What are the 5 Elements of TRUST?
Be open and honest with your coworkers. Transparency is the capacity to communicate and demonstrate responsibility. Transparency includes being honest, vulnerable, providing criticism, and establishing expectations. People have a tendency to make up their own truths in the absence of openness.
If you don’t offer them criticism after they’ve made a mistake, they’ll think it’s OK to do the same error again. If you don’t say “good work,” they’ll assume you don’t like the outcomes they gave you.
Everyone should be respected. Respect the time, thoughts, and ideas of your employees. Don’t show up at 9:15 a.m. if you claim your meeting is at 9 a.m. If you claim to have an open-door policy, don’t close it merely because you disagree with someone’s viewpoint.
Keep in mind that successful leaders are also great listeners. Respect does not imply that you must agree with everyone; nonetheless, honoring their feelings fosters trust, allowing them to open themselves more freely. Respect is just the application of the Golden Rule: “Do unto others as you would have them do unto you.”
Bring your squad together. The first step is to make it clear that you will not tolerate cliques or gossip in your workplace. Gossip is like cancer; it wreaks havoc on a team’s morale. The remedy, on the other hand, is trust. The second stage is to get them to work together toward a common goal.
Give them a group assignment that they must do together. If they fail, they will all suffer the repercussions; if they succeed, they will all be rewarded. A team that suffers and triumphs together is a team that comes together.
Demonstrate that you care. When someone realizes that you regard them as a person, not simply as an employee, trust is developed. When individuals feel appreciated, you acquire not just their trust, but also their loyalty.
5) Trust-Building Activities
Morale is boosted via Trust-Building Activities. It has been proved that people who love their coworkers are happier and more productive—and this does not happen by chance. Providing activities focused on creating trust in teams is one approach to increase morale and increase trust at the same time.
When comparing a high-trust to a low-trust work environment, the leader’s five TRUST components will either be present or absent. My challenge to you is to work on establishing one of the five aspects of TRUST every day.
Work on being transparent today, showing others respect tomorrow, and so on. Continue until you’ve established a high-trust work atmosphere and a higher level of respect in the workplace.