Building Trust During the Induction Period

I made every rookie mistake as a sport psychologist until I discovered the truth: Trust comes before technique. Always. Here's the exact Integration Blueprint that transformed my practice and helped me succeed with elite teams: The Brutal Reality Check Most sport psychologists fail in their first season. Not because they lack knowledge, but because they miss the most crucial element: Understanding team dynamics BEFORE showing off expertise. Research confirms: Organizational acceptance is our biggest hurdle. The 5 Make-or-Break Integration Challenges: 1. Cultural Navigation - Hidden power structures - Information flows - Team dynamics 2. Credibility Building - Technical expertise isn't enough - Need cultural fit AND professional respect - Must speak their language 4/ More Critical Challenges: 3. Role Definition - Clear boundaries - Communication protocols - Confidentiality rules 4. Cross-Cultural Connection - Diverse backgrounds - Multiple languages - Different worldviews 5. Pressure Point Management - Reading stress triggers - Adapting support real-time - Timing interventions right The 90-Day Success Protocol: Phase 1 (Weeks 1-2): → Pure observation → Map power structures → Document patterns → NO interventions! This is where most people rush. Don't. Phase 2 (Weeks 3-4): Focus on building bridges: • Connect with key influencers • Be present in common spaces • Learn unwritten rules • Document cultural insights Remember: You're building trust, not showcasing skills. Phase 3 (Weeks 5-12): Now you can start interventions: • Start small • Test with receptive groups • Adapt based on feedback • Scale what works Key: Let the team's needs guide your approach. Real Talk: My Biggest Lessons When I started in the NBA: • Had to learn basketball from scratch • Created literal maps of team dynamics • Waited for the right moments • Resisted the urge to "prove myself" Sometimes doing nothing is doing everything right. The Integration Truth Bomb: You can't help a team that doesn't trust you. Success formula: • Understanding > Expertise • Patience > Quick wins • Integration > Innovation • Trust > Technique Your first 90 days shape your entire career.

I walked into a room full of frustration. The project was off track, the budget was bleeding, and trust had worn thin. As the new project manager, I had 30 days to rebuild what was broken not just the plan, but the relationships. 💡 Here’s the exact trust-building strategy I used to shift the momentum - one conversation, one quick win, and one honest update at a time. ▶ Day 1–5: I started with ears, not answers. 🎧 Active Listening & Empathy Sessions I sat down with stakeholders - one by one, department by department. No slides. No status updates. Just questions, empathy, and silence when needed. 💬 I didn’t try to fix anything. I just listened - and documented everything they shared. Why it worked: They finally felt heard. That alone opened more doors than any roadmap ever could. ▶ Day 6–10: I called out the elephant in the room. 🔍 Honest Assessment & Transparent Communication I reviewed everything - timelines, budgets, blockers, and team dynamics. By day 10, I sent out a clear, no-spin summary of the real issues we were facing. Why it worked: I didn’t sugarcoat it - but I didn’t dwell in blame either. Clarity brought calm. Transparency brought trust. ▶ Day 11–15: I delivered results - fast. ⚡ Quick Wins & Early Action We fixed a minor automation glitch that had frustrated a key stakeholder for months. It wasn’t massive, but it mattered. Why it worked: One small win → renewed hope → stakeholders leaning in again. ▶ Day 16–20: I gave them a rhythm. 📢 Clear Communication Channels & Cadence We set up weekly pulse updates, real-time dashboards, and clear points of contact. No more guessing who’s doing what, or when. Why it worked: Consistency replaced confusion. The team knew what to expect and when. ▶ Day 21–25: I invited them to the table. 🤝 Collaborative Problem-Solving Instead of pushing fixes, I hosted solution workshops. We mapped risks, brainstormed priorities, and made decisions together. Why it worked: Involvement turned critics into co-owners. People support what they help build. ▶ Day 26–30: I grounded us in reality. 📅 Realistic Expectations & Clear Next Steps No overpromising. I laid out a realistic path forward  timelines, budgets, trade-offs, and all. I closed the month by outlining what we’d tackle next together. Why it worked: Honesty created stability. A shared plan gave them control. 💬 In 30 days, we hadn’t fixed everything but we had built something more valuable: trust. And from trust, everything else became possible. Follow Shraddha Sahu for more insights

Over the years, I’ve learned the importance of creating a welcoming environment for every new team member and today's Harvard Business Review's #Tipoftheday was right on the mark and included tips that have helped me ensure new hires feel valued and included from day one: ⏩ Introduce with Intention: When welcoming a new hire, I make it a point to highlight their unique strengths and skills. I share with the others why these qualities stood out and how they will contribute to our upcoming projects. This approach sets a positive tone and shows the new hire they are valued. ⏩ Embrace Their Ideas Early: I've found that involving new hires early on is key. I actively listen to their suggestions, and make a conscious effort to implement their ideas when possible. This not only boosts their confidence but also fosters a culture of trust and safety. ⏩ Build Meaningful Connections: I prioritize helping new team members build meaningful connections. Whether it's introducing them to mentors, forming peer groups, or encouraging informal conversations, these steps help them integrate smoothly and feel supported by the team and other stakeholders. ⏩ Share Your Own Story: I also believe in being open about my own career journey—the highs and the lows. Sharing my experiences helps build trust and demonstrates that I'm invested in their growth and success. These practices have made a real difference in helping new team members feel like they truly belong. A little intentional effort goes a long way in building a strong, inclusive team. What about you? What has worked for you in onboarding and integrating new team members?

Your first 90 days on the job can set your reputation. But most people spend it listening to training. Your first 90 days gives you a unique opportunity. You can form your own reputation. You don’t have much on your plate yet and there are few expectations of you this early. What you do have is a wide open field to set your reputation. A reputation that will be part of your tenure at this company and with these colleagues. But typically, most new people stay in the background focusing on training and getting the lay of the land. They don't take advantage of building relationships early on. When those first 90 days are up, expectations to perform kick in, and people begin to feel the pressure. And because they didn’t take advantage of the time to connect with colleagues, they don’t have useful relationships to turn to. You can avoid this by starting your new job with the same approach you used in your job search. Be deliberate about learning. Be deliberate about building relationships. Build rapport and trust with your boss and your team. But go beyond just this core team. Make connections with others in departments you will likely work with. Ask your boss for warm intros to her boss and others at the executive level. Keep asking, “who else should I meet?” Most people are especially welcoming to new team members and are usually accommodating  to a request to meet. Spend 20 minutes with these new colleagues. Ask about their work, their career progression, their challenges, their best ways of working. End each meeting with, “If you were in my shoes, what advice would be most helpful?” While this is getting your name out there on the surface, it’s also establishing deeper goodwill built from the start. So when it's go-time and you’re expected to lead a project, host a meeting, or produce some deliverables, you’ll have a friendly audience and likely several friends you can phone for support and advice. When I started my most recent job, I held over 80 1-to-1s in the first year. DM me if you have questions about this powerful #networking strategy. What do you do to build relationships within your organization? Share below. ⤵️

Starting a new job feels like entering a movie halfway through. You don’t know the characters. You haven’t read the script. And you’re expected to perform on stage - immediately. Even the most confident professionals feel a jolt of anxiety in week one. Because no matter how strong your resume is… Imposter syndrome doesn’t care. Most managers completely underestimate how emotionally vulnerable the onboarding phase is. They assume if someone has experience, they’ll “figure it out.” But high performance doesn’t magically appear on day one. It grows in environments where people feel safe to: Ask questions without judgment Admit what they don’t know Make small mistakes without being micromanaged Get clear feedback without reading between the lines In other words, people perform better when they feel like they belong. 🧠 Here’s the reality: Most new hires don’t fail because they lack skill. They fail because they feel isolated. They’re scared to speak up. They don’t know how decisions get made. They haven’t yet built trust with the team. And so they hold back. They play it safe. They avoid risk. They wait for permission instead of taking initiative. Now flip that. Imagine someone’s first week includes: A clear roadmap of success for their first 30 days A buddy who checks in daily, not just once at onboarding Regular space to reflect, ask questions, and feel heard Immediate wins and micro-recognition, not radio silence That’s how you accelerate ramp time. That’s how you build loyalty. That’s how you keep talent. Because when someone feels welcomed, not just hired, they give you their best work. So if you're a founder, a hiring manager, or even a teammate: 👉 Make space for the nerves 👉 Normalize the confusion 👉 Lead with empathy, not expectations The greatest investment you can make in a new hire is helping them feel like they already belong, before they feel like they have to prove themselves. If your company doesn’t get this right, don’t be surprised when your best talent leaves before they even hit their stride. Make onboarding emotional, not just logistical. It’s not fluff. It’s retention strategy. ------------------------------------------------- Follow me Dan Murray🧠 for more on habits and leadership. ♻️ Repost this if you think it can help someone in your network! 🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/ecuRJtrr

Why your first 100 days in a new role matter more than you think. Starting a new job—especially at a leadership level—is not easy. You walk into a new environment with its own ways of working, new people, and expectations that are often unspoken. And from day one, the pressure to prove yourself begins. What makes it tricky is the balancing act. If you're too eager to make your mark, you risk being seen as a misfit who hasn’t taken the time to understand the culture. If you stay too quiet, people may assume you’re not interested or not up to speed. Neither of these labels is helpful, but they stick surprisingly fast in a new setup. In those first 100 days, most people don’t know how you work or what you’ve done in the past. You don’t have the advantage of familiarity. The verdict about you—fair or not—is passed quickly. That’s why these initial days are so critical. What’s worked for me over the years is this: get right into the action. You don’t need to lead every conversation or challenge every process on day one. But you do need to be visible. Be part of the right discussions. Ask the right questions. Watch closely how decisions are made. Learn the undercurrents. And above all, build personal connections. Nothing beats face-to-face time. I make it a point to meet as many people as I can in those first few weeks. Not for formal check-ins—but for genuine conversations. Understand what matters to them. Show them that you care. Trust is built in these early moments. And one thing I always remind myself—don’t sit on the fence. Take a stand when needed. It’s okay to not have all the answers, but people need to see that you’re willing to act, to make decisions, and to take ownership. The first 100 days set the tone. They shape how people see you, and more importantly, how they choose to work with you. Make those days count. I write about #artificialintelligence | #technology | #startups | #mentoring | #leadership | #financialindependence   PS: All views are personal Vignesh Kumar