Building Team Trust Through Reliability and Transparency

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership

In every team, there are individuals whose presence and actions become the cornerstone of trust, shaping the culture and dynamics of the workspace. These individuals aren't just participants in trust; they are its creators, fostering an environment where open communication, reliability, and integrity flourish. Let's delve into a few actions that personify trust and inspire trust around them: 1. Consistent Transparency: They communicate openly, sharing both the good news and the challenges. This transparency doesn't just keep everyone informed; it invites a shared sense of responsibility and unity. 2. Reliability in Action: When they commit, they deliver. This reliability builds a scaffold of dependability that others feel confident leaning on, knowing promises will be kept and expectations met. 3. Empathetic Listening: They show genuine interest in the concerns and ideas of their colleagues. By actively listening and validating others' perspectives, they cultivate an environment where everyone feels heard and valued. 4. Acknowledging and Celebrating Successes: Recognizing the contributions and achievements of others, no matter how small, reinforces the importance of every individual’s role and nurtures a culture of appreciation and respect. Trust is not just about having confidence in someone's abilities; it's about building a foundation where mutual respect, open communication, and shared goals lead to a thriving and collaborative workspace. I encourage you to reflect on these behaviors and consider how you can incorporate them into your daily interactions. And, of course, share your stories. Who in your team is a beacon of trust, and how has their presence transformed your work environment? https://lnkd.in/e7SRH9Cx

5 cornerstones of building a high-trust team: (And how they will transform your group cohesion) 1: Cultivate honesty and integrity. • Remember, a reliable team operates on the currency of trust.    • Instill a culture where truth and moral principles aren't optional. • Lead by example and hold everyone to a standard of transparency and ethics. 2: Champion open communication. • The bridge between misunderstanding and clarity is built with open dialogs.    • Active listening is vital; ensure everyone feels heard and valued.    • Create an atmosphere where sharing ideas is encouraged. 3: Focus on reliability. • A team that can count on each other is unstoppable.    • Consistency is the backbone of trust; make commitments you can keep.    • Be accountable for actions, fostering a dependability that others can emulate. 4: Encourage mutual respect. • Respect in the team room translates to a powerful force in the field of play.    • Appreciate diverse perspectives and highlight each person's contributions.    • Treat every team member with dignity and fairness. 5: Promote positivity and support. • Celebrate successes together and offer help during challenges.    • Encourage a team spirit that thrives on lifting each other up.    • Understanding and kindness goes a long way in a high-stress environment. What are the foundations of trust on your team?

If I've learned one thing in my years of leadership, it's this: The success of your team will be largely determined by the trust you build with them. This applies to nearly every aspect of teamwork: Who you collaborate with. Who you solve problems with. Who you rely on during challenging times. Who you share successes and failures with. Achieving goals matters, but ultimately, it's the trust and relationships you build along the way that drive long-term success. Not convinced? Research consistently shows that high-trust organizations outperform others. Trust leads to better communication, increased collaboration, and a more engaged and motivated team. Here are 3 ways I’m making trust-building a priority in 2024: Open Communication:  ➟I encourage regular, honest conversations with my team, creating a safe space for them to share ideas, concerns, and feedback. Consistent Support:  ➟I make it a point to support my team members, providing the resources and assistance they need to succeed, and showing that I have their backs. Leading by Example:  ➟I practice transparency and integrity in all my actions, demonstrating the behaviors I expect from my team. Building trust isn't a one-time effort; it's an ongoing commitment. But the results—a cohesive, resilient, and high-performing team—are well worth it. How do you build trust with your team? Share your strategies below! #Leadership #TeamBuilding #Workplace #SuccessThroughTrust #HighPerformingTeams #WorkplaceCulture

Me: Why was the work not done? My team member: I took a nap for 2 hours. That’s when I knew… I had hired the right people in my company :) Shocked? Well, don’t be. We only work with transparency, ownership, and honesty. That's what I want in any team member at Photon Legal. You see, I don't obsess over perfect resumes or skill sets. I hire people with the right values. I have learned this the hard way. A few "bad apples" in the past taught me that even the most impressive CVs can't guarantee alignment. I even had to fire someone on the 31st of December (worst day to do it). So my motto about hiring is: forget resumes, hire for values. But how do I find my tribe? It's all about: >Seeking cultural fit: I look for people whose values align with those of the company. How they handle ethics and if they are motivated from within, not just following rules. >Empowering autonomy: I provide goals and let teams decide how to achieve them using their own judgement. This reflects my trust and helps them take ownership. >Creating a safe space: Honesty comes when you allow people to learn from their mistakes. Blaming doesn't help, so I encourage open discussions. I admit my mistakes too and give credit to the team in a judgment-free environment. So, the next time someone tells me they need a nap (or a dance break, or a quick meditation session), I'm not worried. I know they'll get back on track, and their honesty makes me confident that they'll deliver. It's about building a team where accountability and trust go hand-in-hand. Taking a nap isn't a secret sin, but an acceptable truth. Do you prioritize values over skills when hiring? #amitkoshal #team #values #mindset #learning

Dr. Saju Skaria’s Weekly Reflections: 03/2024 Trust and High Performing Teams! Trust plays a pivotal role in enhancing employee engagement, fostering creativity, and boosting productivity, while its absence leads to increased stress, burnout, and turnover. The significance of trust is not limited to the manager-employee relationship; it is equally vital among teammates. In line with this, research by Paul Zak reveals staggering differences between high-trust and low-trust companies. Employees in high-trust environments report 74% less stress, 106% more energy, 50% higher productivity, 76% more engagement, 29% more life satisfaction, and 40% less burnout. In his recent HBR article titled "How High-Performing Teams Build Trust," Ron Friedman explores the critical role of trust in such teams and identifies specific behaviors that set them apart. A survey of 1,000 U.S.-based office workers highlights the rarity of high-performing teams, with only 8.7% of respondents qualifying as members. Five critical behaviors associated with trust were identified: 1.       Collaboration Norms: High-performing teams are over three times more likely to initiate discussions on collaboration before starting a project. This involves sharing individual strengths, communication preferences, and experiences and creating a strategy for handling collaboration breakdowns. 2.       Proactive Information Sharing: Members of high-performing teams take responsibility for keeping colleagues informed and fostering transparency and a culture of inclusion. Withholding information is recognized as a sign of deeper team issues. 3.       Sharing Credit: Instead of hoarding praise, members actively share recognition for achievements with teammates, cultivating a reciprocal norm that enhances trust within the team. 4.       Embracing Disagreements: High-performing teams view workplace disagreements as opportunities for better decision-making rather than threats to relationships. They navigate disagreements with a focus on productive dialogue, avoiding personal attacks. 5.       Proactive Conflict Resolution: Members of high-performing teams proactively address tension, reflecting a growth mindset in workplace relationships. They believe that relationships can be improved through effort, learning, and perseverance. In conclusion, trust in the workplace evolves organically through day-to-day peer-to-peer interactions, and the responsibility for building trust isn't solely on management. The highlighted behaviors contribute to improved communication, strengthened teamwork, and the organic development of trust within the team. What do you think about these findings? Digitech Services Inc Alexey Gerasimov Simon Raju Pirangi David Costar Raj Adhav Balaji V S. Bharat Amin, ML Kabir Randhir Mazumdar-ICF Dr. Swati Karve, Sandeep (Sandy) M. Krishnan CA Ashish Saxena Shiny Skaria Harsh Johari

Today, it's more than easy to get caught up in the pursuit of results and overlook the fundamental importance of honesty and integrity. However, without these foundational values, any success achieved is hollow and unsustainable. We cannot expect our teams to be honest with us if we lack these qualities ourselves. At Pronix, we have made honesty and integrity the bedrock of our culture. We stick to our values and core beliefs, understanding that without ethics, our vision and goals will hold no weight. By leading with transparency and authenticity, we have fostered an environment of trust and respect, where our teams feel: → share their ideas → empowered to voice their concerns → embrace our collective mission wholeheartedly When people believe in the integrity of their leaders and the organization's values – they are more likely to go the extra mile, take calculated risks, and push the boundaries of innovation. Takeaways: ➡️ Lead by example, embodying honesty and integrity in your words and actions. ➡️ Foster an environment of open communication and trust, where team members feel safe to express their thoughts and concerns. ➡️ Align your organization's values and mission with your personal beliefs, creating a cohesive and authentic culture. How are you cultivating a culture of honesty and integrity within your organization?

Accountability shouldn't be about assigning blame; it should be about lifting others to perform at their best. In a fighter squadron, we learned that accountability could be the difference between success and failure. It goes beyond personal responsibility; it's about fostering a culture of trust and collaboration to ensure each of us performs at our best.   Even though talking about our mistakes never really feels comfortable, we can learn to shift our mindset about accountability . . . to view it instead as an opportunity to learn, improve, and develop our capabilities.   As leaders, we also have a responsibility to shift the narrative: ✅ Lead by example: Demonstrate accountability in your own actions and decisions. ✅ Create psychological safety: Establish an environment where team members can provide feedback and admit mistakes without blame or shame. ✅ Foster a learning culture: Encourage a culture where mistakes and failures are seen as opportunities for growth and improvement. When we hold ourselves and our team accountable with a focus on lifting others and elevating the performance of our team, then we create an environment where our team can excel. #leadership #accountability #teamwork #LeadWithCourage

Have you ever seen a band where every member starts playing a different song? That's because it doesn't happen. Even if the members aren't the best of friends off the stage They still trust one another to perform. This can be said about teams anywhere Although liking each member of your team is beneficial (And obviously, something we strive for) It's not entirely necessary - At least not as necessary as building trust and emotional intelligence (EQ). Let's start with the basics 👇 ✳  Why is Trust & EQ Essential? Communication ⇢ EQ leads to better understanding & (hopefully) fewer misunderstandings. ⇢ Trust promotes open communication, which helps to solve conflict & brainstorming. Collaboration ⇢ EQ increases empathy, which improves teamwork & cooperation. ⇢ Trust reduces the fear of being vulnerable. This increases overall support. Performance ⇢ EQ enhances interpersonal skills, which in turn boosts team efficiency. ⇢ Trust establishes a commitment to team goals by minimizing distractions. ✳  How Can You Build Trust & EQ within Your Team? Lead by Example ⇢ Display EQ and trust as a leader. YOU set the tone for your team. Encourage Open Communication ⇢ Utilize 1:1s and Team Meetings to encourage open discussions on important topics. Respect Feelings (And recognize them to begin with...) ⇢ LISTEN and show EMPATHY. Acknowledge your team's feelings. Provide Support & Feedback ⇢ Give your team constructive feedback in a way that reinforces trust. Create Team Experiences ⇢ Team building activities that are NOT work-related can do wonders for building trust. Take Accountability ⇢ When team members feel accountable to their peers, they are more likely to act in ways that will build trust. Be Reliable ⇢ Consistency in both your words and your actions will develop trust over time. By focusing on building, and maintaining, trust and EQ You're setting your team up to perform together. PS - How have you built or experienced trust-building within your team? --- 📣 I'm Angela, bringing you daily insights on marketing, tech, and leadership at 8 AM EST. If you like what you see, let’s connect or chat in the comments! #marketing