Here's how you can establish trust and credibility as a team manager.

Estabelecer confian?a é algo complexo, onde o atributo tempo é fundamental. As pessoas, por mais que queiram, geralmente n?o confiam nas outras de uma hora para outra. é necessário transmitir seguran?a para os membros da equipe, admitindo, inclusive, vulnerabilidades. Outro ponto importante e, talvez o principal, é o exemplo (walk the talk). Ninguém segue ninguém por aquilo que se diz, mas sim por aquilo que se faz.

As a Team Manager, we need to build rapport to create trust and credibility with the team members. We need to have open discussions, involve team to brainstorm on any pain points, challenges, give them opportunity to come up with ideas, thoughts, suggestions. Create an environment where they feel safe and voice out their concerns. Make use of 1:1 connects to know what they are aspiring for, what help they need, provide the right resources and push them to move out of their comfort zone by challenging them some difficult tasks or projects to work with cross-functional/ Global teams. Celebrate small wins, utilise team channels, group emails to recognise them, be empathetic, listen actively on their thoughts, concerns.

As a team manager, it's important to show your team the right way to do things by doing them yourself. Make sure everyone knows what's going on by being clear and open when you talk. Help out your team whenever they need it and say thank you when they do a good job. Treat everyone the same and always keep your promises. Get to know your team and be there for them when they need it. Always be honest and do the right thing, even when no one's watching. Ask your team for their thoughts and ideas, and use them to get better. Keep learning new things to be the best manager you can be.

As a team manager, building trust and credibility is crucial for effective leadership. Here are some strategies you can employ: 1. Communication and transparency. Keep colleagues informed: Regularly share updates, progress, and challenges with your team. Be transparent: Honesty fosters trust. Share information openly, even when it’s difficult. 2. Lead by example. Model desired behaviors: Demonstrate integrity, accountability, and commitment to the team’s goals. Show vulnerability: Admit mistakes and learn from them. It humanizes you and builds trust.

In my experience, trust starts with establishing the right relationship. You need to communicate with your team, meet each of them individually if necessary, and establish a bond. It may take time for your team to trust you, the important thing here is not to give up and to ensure that they share everything with you.

Leading by example is crucial for establishing trust and credibility within a team. By consistently demonstrating the behaviors you expect from others—such as meeting deadlines, maintaining high quality standards, and adhering to the company’s values—you set a visible benchmark for others to follow. This alignment of actions and words not only reinforces your leadership position but also motivates your team to emulate these practices. When team members witness their leader upholding these standards, it naturally encourages them to act in similar ways, enhancing both individual and team performance and fostering a positive work environment. This approach solidifies your credibility and helps build a trusting, respectful, and cohesive team.

When people talk about leadership and communication, they often start with how they talk to their team. Far more important is how you listen to your team. They can not only identify problems but deliver the solutions as well. When you seek feedback, listen to it, and act on it, you not only show you have confidence in the team, you make them more likely to speak up in the future. Lead by listening.

Clear and effective communication can make a huge difference. Unfortunately it is common for businesses to lack in these skills or see communication as a weakness which is when the ‘secret squirrel club effect’ kicks in. Communication skills should be seen as a strength not a weakness or threat. Information sharing does have to be done in a way that any commercially sensitive information is filtered but that said, you either trust your leadership team or you don’t. Trust in communication is a key element of being a successful communicator.

One of the best ways to build trust and credibility with the team is to empower them to take initiatives, make decisions which shows confidence and value. Be clear with the goals and team prospects and allow them to work on their own style, encourage them to take some initiatives which will help achieve the common goals, acknowledge their contributions and efforts openly. This will create visibility, develop more responsibilities, make them ready for their next career step to achieve their aspirations, build their skills and push themselves to come out of their shells. Guide, support and motivate them to help them succeed and have better career growth.

Trust within your team and in your team is so important. If you don’t trust your team then you need to ask yourself why you put them in those positions! If there are trust issues, deal with it. Don’t let it drag on as this is no good for anyone or the business. Trust, delegate and manage effectively are three key elements that increase contribution, collaboration and productivity. Empowering individuals or teams increases confidence and assurance. People tend to make better decisions when empowered to do so. If there are some in the team who lack the full skills to make decisions, offer further training and support to try and fix this rather than criticise them in the first instance.

Follow through on your suggestions. Even enabling small things for your team and colleagues shows that you've listened and taken the time to proactively make something happen that makes their lives easier. That will demonstrate your reliability and support, which is essential for building trust.

1. Empower your team. Delegate responsibility: Trust your team members to handle tasks independently. Provide growth opportunities: Offer career-boosting projects and encourage skill development. 2. Consistency and reliability. Keep promises: Deliver on commitments consistently. Be reliable: Show up on time, meet deadlines, and follow through. 3. Respect and recognition. Treat others with dignity: Show respect to team members and value their contributions. Share credit: Acknowledge individual and team achievements publicly. Remember, trust is built over time through consistent actions and genuine interactions. By embodying these principles, you’ll establish credibility and foster a positive team environment.

Micro managing and whispering behind closed doors is a toxic approach to any management role, regardless of the level within the company. It breeds discontentment, distrust and lack of engagement within the workforce. Some people micro manage because they don’t know any other management style whilst others micro manage because they don’t trust people and genuinely think only they know best. These types of managers are toxic and rarely achieve respect from subordinates. Most management senior to them don’t challenge these behaviours so the micro managing simply gets worse causing more damage to working relationships and the business overall.