Your team is skeptical of executive decisions. How can you earn their trust?

To earn your team's trust when they are skeptical of executive decisions, start by being transparent about the rationale behind those decisions. Communicate openly and clearly, providing the data and reasoning that support the choices made. Involve the team in discussions and decision-making processes, allowing them to express their concerns and suggestions. Show empathy and acknowledge their expertise. Demonstrate consistency in your actions and follow through on commitments. Regularly update the team on progress and any changes, maintaining open communication. Recognize and reward their efforts and successes. By being transparent, inclusive, and reliable, you can rebuild trust and strengthen confidence in executive decisions.

I would start by asking a simple question What would YOU do? Start by listening and then “build bridges” by for example sharing your decision and how Much their input was relevant Without abdicating your decision making get people involved ask questions and demonstrate how relevant is their input before deciding

Create a psychologically safe environment wherein people can freely communicate, be listened to and involved in the decision making process. As this type of environment can create a trusting culture which in turn can help build confidence among the team.

Based on my experience, here is a detailed approach to fostering such an environment: Encouraging Open Dialogue 1. Create Safe Spaces for Communication 2. Active Listening 3. Valuing Opinions Demonstrating Respect and Inclusion 1. Respect for Expertise 2. Fostering Partnership Transparency in Decision-Making 1. Clear Communication 2. Open Door Policy Implementing the Approach 1. Regular Team Meetings 2. Training and Development 3. Follow Through you can create an environment of open dialogue, rebuild trust, and foster a culture of respect, inclusion, and partnership within your team.

Job shadowing/spending time in an adjacent functional area is a huge unlock here. From an operations perspective, I am a massive advocate of leaders in support functions who learn the business and how we take care of customers. This does a couple things: 1. Builds credibility with the operations team. 2. It's easier to influence the operations team once you understand the current state. 4. Good old fashioned relationship building.

Under my own perspective, empathy is indeed a powerful tool in bridging the gap between executives and their teams. By demonstrating empathy, you can build stronger, more trusting relationships and create a positive work environment. Here’s how to effectively apply empathy in leadership: Understanding and Applying Empathy 1. Put Yourself in Their Shoes 2. Acknowledge Their Experiences Demonstrating Genuine Care 1. Show Genuine Concern 2. Make Adjustments Based on Feedback Building Trust and Valuing Team Members 1. Foster an Inclusive Environment 2. Recognize and Appreciate Efforts Practical Steps to Implement Empathy 1. Empathy Training 2. Regular Feedback Loops 3. Transparent Communication 4. Lead by Example

In my experience to earn trust and lead effectively, it’s essential to embody the values you wish to see in your organization. Here’s how you can achieve this: Leading by Example 1. Embody Organizational Values 2. Consistency in Actions and Words: (Walk the Talk) 3.Adaptability and Continuous Improvement Being a Role Model 1. Demonstrate Desired Behaviors 2.Inspire Alignment with Vision and Goals Practical Steps to Implement 1. Set Clear Expectations: 2. Provide Support and Resources 3. Foster a Positive Culture 4. Lead by Example in Challenging Times Consistent Reflection and Improvement 1. Self-Assessment 2. Adapt and Evolve This approach fosters a strong, cohesive, and motivated team committed to achieving collective success.

It's been said many time before by many authors: If things go well the team gets credit. If things go poorly the leader takes the blame. This creates a culture of trust and understanding which is a cornerstone for any high functioning team.

Creating trust as an executive for your team needs to start with the basics. Create opportunities for autonomy, mastery and purpose, over and over again.

Tied to this is ensuring the culture of accountability first has a culture of teaching, training, and explaining the feedback systems to asses the leader. Accountability can be viewed as punitive if the organization is not giving the associates time to understand the job function, why it's important, and what winning looks like.