You’re a new manager. How can you build trust with your team?

Building trust as a new manager involves a multifaceted approach centered on communication, transparency, and demonstrating your commitment to your team's success and well-being. Here are some strategies to help build trust with your team: - be transparent and open - practice active listening - consistent and honest feedback - lead by example - involve the team in decision-making - promote (team) collaboration - be accessible and supportive - maintain confidentiality - encourage professional growth - admit mistakes and learn from them Building trust takes time and consistent effort. By communicating effectively, showing genuine interest in your team's well-being, and acting with integrity, you can establish a strong foundation of trust

I believe trust comes when you keep your commitments so in my opinion always keep your commitments and that will definitely help to build trust in your team.

In my leadership journey, I firmly believe that every aspiring manager must begin by mastering the fundamentals of self-awareness, self-regulation, and emotional intelligence. Effectively leading a team commences with the ability to manage oneself. Even if the concept of emotional intelligence seems overwhelming for novice managers, self-awareness is a non-negotiable competence. Without an understanding of one's communication style, the effectiveness of the conveyed message is compromised. For a new manager, these three elements serve as foundational pillars for growth and success, enabling a solid leadership framework and ensuring meaningful communication within the team. Hope this helps :)

I believe the first step in gaining trust in any new team is to sit with the group and share who you are open and honestly, and then meet with all individually to understand who they are. Team members need to know you are human, vulnerable and just like them.

I would always recommend that when u take responsibility for the team, 1. First thing is to listen. Listen to what they have to say, their expectations, their issues, what brings them to work, what excites them. Understand how they work. Do not try and solve anything for now, just absorb. 2. Communicate how u work and your expectations. 3. Identify areas which are positive and start in that. Appreciate what is good and working. 4. Last is to possibly look at things that need to be worked upon. Work with them, not on your own. Communicate clearly and consistently.

Many managers are hesitant to delegate because they think that their juniors won’t be able to match quality as compared to their own work. I faced this dilemma too because I wanted to present best quality work to my seniors and my juniors were beginners. But then I learnt that if I don’t delegate, I would be swamped with work that would destroy my own quality and also my juniors would never learn. So I started delegating hesitantly. Initially my quality of work decreased but then increased as my juniors learnt better. I got free time to do more valuable things. So delegation means that you should be open to tolerate more mistakes initially but in long run, your work quantity and quality both increases and your team becomes more empowered.

As a new manager, earn trust by being transparent, communicating clearly, and leading by example. Show respect, listen actively, and be empathetic to your team's needs. Demonstrate competence, be consistent in your actions, and follow through on promises. Encourage teamwork, delegate effectively, and offer constructive feedback. Acknowledge achievements, address issues fairly, and support professional growth. Remember, building trust takes time and patience.

In my experience of leading large teams it boils down to the following 1. Treat your team with respect and empathy, whatever goes around comes around 2. Lead with example, before you delegate. Show the team how a particular task needs to be done, set clear expectations, Add Value and then delegate / empower 3. Be genuinely interested in your team’s well being, be aware of their respective mental states and be emotionally invested. 4. Last but not the least, be fair and operate on meritocracy. Be open to feedback and criticism from your subordinates and course correct accordingly.

This is most crucial aspect of leadership where many fails. Micromanaging kills and demotivates team. With clear goal setup, regular meetings and reviews to track high level milestones and progress helps provided team is empowered to execute, in fact this is where role of KPI based performance monitoring plays key role. Leaders should empower with credit to team for success and being responsible self for failures

Every individual brings their own uniqueness, this is why we have the concept of teams. Therefore, it’s important for a new manager to understand each individual’s strengths and weaknesses. Doing so will enable leaders comprehend how to capitalize on each team member’s strengths and work on their growth areas. If you have a big team, make them work on projects in small groups, this will allow them to learn from each other’s strengths.   While giving that breathing space, make sure you devotedly work on team's growth by delegating projects of high impact. As a leader, one should have a good listening ear and should have regular 1:1 sessions with their team members and depending on their personality must be coached and mentored accordingly

Years ago, I coached a task-driven leader to recognize the importance of showing appreciation towards their team's efforts. We implemented a strategy where, at the end of each project, the leader would publicly acknowledge each team member's contributions, detailing the impact of their work on the project's success. Additionally, the leader began writing personalized thank-you notes for exceptional efforts, highlighting the unique challenges overcome by each individual. This approach not only enhanced team morale but also cultivated a stronger sense of loyalty and commitment, significantly improving overall team performance and cohesion.

To cultivate a robust team, establishing trust is paramount. This trust stems from authenticity and empathy. Actively listening and truly understanding others' perspectives allows for effective issue resolution, fostering an atmosphere of empathy and understanding, which in turn nurtures trust. Prioritizing listening to respond rather than react is key. Transparency, openness, and authenticity further solidify trust, as they portray genuine intentions and reliability.

Trust is reciprocal. It is a culture that needs to be built. Be open and honest without being critical. Trust them to do their job to the best of their ability and feel free to come to you for support.

I have a one on one show and explain what your expectations are, and make sure you’re aligned be very to the point, and honest have transparency there and give some feedback about yourself along with learning who they are make sure they understand what collaboration is and lead the team give everybody ownership and captain ship over something so they understand the importance of why and who they are and what value they bring and you’ll have a great winning team

As a new manager, your ability to recognize, appreciate, and empathize with your team can lay the foundation for trust. This approach showcases that you value not just the results but the individuals behind the work, their struggles, and their development. Not only does this method boost team morale, but it also inspires everyone to give their best, understanding that they are esteemed and appreciated.

Trust building is a step by step approach and takes time. The following steps helped me.. 1. Listen to the person with compassion without interrupting and without any disturbances. Full attention and eye contact is must. 2. Commit something only if you are sure of delivering. 3. Walk the talk 4.Never take undue advantage of the information you have with you about the person and reveal elsewhere even jokingly. Personal integrity is key. 5. Proactively tell the person what you can do and what you cannot with honesty.

Whenever possible, involve your team in decision-making processes. This collaborative approach not only leverages diverse perspectives but also signals trust in their expertise and judgment.

Yes, leadership is all about walking the talk. Your people will be looking at your actions as talk is easy. Also, it’s imperfection all of us, including you as the leader. You also need COURAGE to be human to say that you made a mistake. And you and your team learn from it.

Building a thriving team culture as a new manager hinges on consistency. You can create an engaged environment by developing a regular rhythm of effective communication, active listening, and thoughtful delegation. Invite participation and share insights, press 'pause' to appreciate achievements, but most crucially—repeat. Effective leadership isn't a single standout act, but a sequence of sincere and shared engagements with your team. Trust is built on patterns, not on occasional peaks. Show up for your team consistently, and they will respond with trust and respect—an invaluable return on investment.

As a co-founder of a fintech startup, it's important to keep integrity, honesty, and reliability at the core of everything I do. By living out these values, I am not just building trust with my team, but also setting the bar for integrity and professionalism across other team members working alongside the department.

I'mma leave the door open 🎶 (Bruno Mars). Practice an open door policy and welcome feedback from our team. I've done that for many years and personally felt that people are less hesitant to raise issues to me. We learn better about our people, when they feel easier to open up to us. Plus in leadership, is the art of leading people. And to lead people you need to learn about them. To learn from them, you need to spend time listening and engaging our team. Start with an open door policy first, and the trust, collaborative spirit and learning process will begin.

Idea is to identify the leaders within the team and to encourage a two way collaboration based on their expertise with the rest of the team. This expands the span of engagement within the team and helps to bring up their overall skillset!

Collaboration and learning are pillars of trust within a team. Involve your team in decision-making and problem-solving, valuing their input and feedback. Foster a culture of sharing knowledge and experiences, encouraging growth and collaboration among team members and stakeholders. By being a partner, a learner, and a leader, you strengthen trust and unity within your team.

Don't just focus on driving high performance which can lead to complete burnout. Help foster stronger bonds between employees by encouraging cross-departmental projects, and virtual or in-person social events to break down silos. You will be surprised about the impact this has on your organization.

Be interested instead of interesting, take an interest in their thoughts and approaches in one on ones and open forums. Look for opportunities to build a solution focused environment that is geared to discussion and safe debate. You will build stronger relationships, solutions and enable your team to grow. Ensure you ask questions to prompt the conversation and close out the next steps like: -Do you see any barriers to this approach? -What are the risks do you foresee? - What do you need from me to be successful? Role model the behaviour and environment you want to see.

Showing your authority or expertise can help build trust with your team. Always display your credentials and awards. No one likes a braggart, though. Get a trusted member of the team to introduce you to everyone and have them speak about your accomplishments and what makes you the best fit for this job. You build trust by having an already trusted member of the team vouch for you and your credentials add to your authority.

The #1 way for managers to build trust is to see, hear, value, respect and understand every member of their team. Employees will not care what you know until they know that you care. It's that simple. Three steps to be that leader: 1. Get to know your employees - not just their work strengths and weaknesses but their "whole person" strengths and weaknesses. 2. Create a safe space where the employee knows that you will support them through any issue that is impacting their ability to do their best work. 3. Show up for them. Know every possible avenue within your organization to offer support for them when they need it. It is when we show up for others that we will find they show up for us with their best work. #ShowingUp

While accountability is essential for effective leadership, micromanagement represents an extreme form of control that undermines team dynamics, stifles creativity, and hampers overall productivity and job satisfaction. It will simply backfire sooner than later and no trust was ever built on micromanagement. A balance between accountability and autonomy is crucial for fostering a healthy work environment.

Lead by example and walk the talk. Give credit to team rather than be an ego maniac. Don’t come in and try to change everything. Acknowledge what is good.

Open and transparent communication, productive feedback…even better if made reciprocal, speak the truth and empathy, empathy, empathy.