Last week I discussed some of the essential components for building trust with your team as a new manager. I highlighted the importance of authenticity, reliability, listening, accountability, consistency, and confidentiality. Today I want to expand on that initial list with some additional crucial factors.
The first is empathy. (I probably could have put empathy at the top of the entire list, it is that important.) Empathy is the ability to sense what someone else is feeling and acknowledge their right to feel the way they do without needing to take on, expand upon or diminish their feelings. New managers who demonstrate empathy create an environment where team members feel understood and supported. Empathy fosters trust because it shows that you care about the emotional well-being of your team.
Transparent communication is also essential for building trust. Whenever possible, be willing to share information about decisions, changes, and the organization’s direction. When team members are kept informed, they are more likely to trust their manager’s leadership.
Some conflict is inevitable in any team. Trust will often hinge on how you resolve conflict. New managers need to develop the skills to resolve conflicts in a fair and constructive manner. Addressing conflicts promptly and fairly demonstrates a commitment to maintaining an amicable and supportive team environment.
Last, but certainly not least, always lead by example. Always model the behaviors and values you expect from your team. Because your team is always watching you, and they will follow your lead whether you want them to or not. When they see you consistently practicing behaviors that build trust, they are more likely to follow suit.
Read Lauren’s Whitepaper on The Nine Essentials of Significant Leadership.
