What are the best practices for building trust and rapport with your new team?

In most of my interim roles I've joined an organisation that is trying to do something on top of normal 'BAU' stuff. They are busy and they have challenges. Understanding and being sensitive to this context is key so I make sure I am: -very respectful of their time -committed to solving their problems -focussed on getting sh*t done I'm not there just to show them nice slides and over-complicate things - I'm an interim and not a a management consultant. People appreciate people who get stuck in and help out!

It is important to build trust and rapport with your new team, you can: Be yourself: People can tell when you're being fake, so be authentic and genuine in your interactions. Be a good listener: Take the time to listen to your team members and learn about their interests, goals, and challenges. Be supportive and helpful: Offer your help and support to your team members, both professionally and personally. Be honest and transparent: Be honest and transparent with your team members about your expectations, goals, and challenges. Be fair and respectful: Treat all of your team members with fairness and respect, regardless of their position or title.

Communication and collaboration is the key to team management. As a leader one must understand each team member's role, responsibility and expectation then try to align all key strengths together by Situational Leadership model. Also it's very necessary that as a leader one must be proactive, supportive and positive towards team to build up a rapport. Try to understand the low points and past experiences from team to tackle the future problems that can arise by following the same. Last but not the least, each team have challenges or doubts that have been unsolved or unheard from long back. Try to be their guide and form up an harmonious environment to perform with utmost potential. Be Humble & Stay Connected with each one.!

Building trust and rapport with my new team is one of my key aspect of my leadership approach. I start by actively listening to the team members, showing genuine interest in their ideas and concerns. Open communication is essential, and I make sure to be transparent about our goals and challenges. I lead by example, demonstrating integrity and reliability in my actions. Recognizing and appreciating team members contributions and fostering a collaborative environment where everyone's input is valued, also it helps create a strong sense of trust and cohesion within the team.

Building trust and rapport with a new team involves being reliable, transparent, and respectful. Open communication, empathy, and a supportive leadership style are crucial. Clear expectations and accountability set the groundwork, while celebrating achievements and addressing conflicts constructively foster a positive team culture. As a leader, lead by example, be patient, and invest time in building and maintaining trust, recognizing that trust is a fragile but essential foundation for effective teamwork.

Regular planned 121’s and team meetings clearly help. I scheduled the first and last hour of my working day to be contactable for quick drop in sessions and calls as and when required for additional support for my direct reports.

Der Aufbau von Vertrauen und Beziehungen zu einem neuen Team erfordert, dass man verl?sslich, offen, transparent und respektvoll handelt. Kommunizieren Sie klare Erwartungen und Verantwortlichkeit. Aus meiner Sicht ist es auch wichtig klar zu kommunizieren welche Punkte derzeit noch offen sind, da sie erst in einem sp?teren Projektablauf definiert werden k?nnen.

Ensure your structure is robust and communication flows both up and down freely; be considerate of all contributions and respectful to those who offer different perspectives. Understand coworkersr ontological perspectives.

Stay connected with the team and definitely don't shy to connect socially. When we know people more personally we tend to trust them more professionally. Care for real not just for the sake of being able to get good perception. Have daily or weekly discussion on call, video conference or offline meetings to just get an update over work and always appreciate small efforts and initiatives. Motivate open to feedback and idea environment to get to know individual potential in the new team.

Open communication, regular feedback, empower and support, recognize & support. By implementing these best practices, you'll lay the foundation for a positive and trusting relationship with your new team. Consistency and genuine care for your team members will contribute significantly to a thriving and collaborative work environment.

Interesting viewpoint of Dr. Ashendu Pandey under whose leadership senior members of the medical staff are being replaced and dismissed from one day to the other without giving any clear reasoning.....

Der Führungsstill h?ngt sehr stark von der Unternehmenssituation ab. Ein Unternehmen vor dem Kollaps muss anders geführt werden als ein Unternehmen in einer soliden finanziellen Situation, welches sich aber Strategie neu ausrichten muss. Bei der ersten Situation k?nnen Sie nicht warten bis Sie m?glichst viele Personen abgeholt oder überzeugt haben. Rasches handeln steht im Vordergrund.

A leader has to set the tone. They have to clearly set expectations, ways of working and continuously communicate the importance of team work, building rapport, importance of collaboration. To that extent, they also have to bring the team together as often as they can. There should be a top down and bottoms up approach to objective setting, allowing team to give feedback to each other. Leader has to find ways for teams to work together and highlight the importance of working together. Huge part will be played in recognizing team work, bringing visibility to other leaders/stakeholders so that team feels valued as a unit. Above all, if certain team members are not stacking up, leaders has to be give clear and candid feedback

As an interim manager, it's important to understand that there is no one-size-fits-all approach to leadership. Different situations and teams may require different leadership styles. So, to be effective you must: 1. Take the time to understand the context of the situation and the challenges your team faces. 2. Understand your team: Learn their skills, strengths, and improvement areas. 3. Consider your own leadership preferences: Are you naturally more directive or supportive? 4. Be flexible: What worked well in one situation may not work as effectively in another. So, adjust as needed. By doing so, you can create a work environment that fosters engagement, productivity, and success.

Understanding co-workers motivations for the roles they perform provides the insights required to develop positive working relationships. From this established position of understanding and respect an environment of possible optimal contribution can be understood.

Empowering your team fosters trust and drives performance. Provide the necessary resources, guidance, and autonomy for success. Encourage ownership and accountability while promoting innovation by supporting experimentation and learning from mistakes. Celebrate achievements and recognize efforts to reinforce motivation and a positive team culture.

This seems a 'bread and butter' goal where (as mentioned) a high level of emotional intelligence and sensitivity to diverse co-workers is required.

Effectively managing conflicts and expectations is crucial as an interim manager. Focus on addressing issues, not personalities, and aim for win-win solutions using emotional intelligence and problem-solving skills. Set realistic goals, communicate progress transparently, and seek feedback to align expectations and maintain constructive relationships with your team and stakeholders.

Life is about people and relationships; the role is to succeed and encourage others to do so too. Leave the role in a better place with motivated and well informed and directed co-workers. Transitioning is better with pre-prepared opportunities made open to allow a successor to succeed and make a mark.

Planning for the transition is key to your role as an interim manager. Document your work and results, share them with stakeholders, and identify successors early on. Train and prepare them for a seamless handover. Communicate your exit timeline, thank your team for their collaboration, and leave on a positive, professional note to maintain relationships for the future.

Get to know your team members on a personal level and find common ground. Look for things that you have in common with your team members, such as shared interests, hobbies, or experiences. This can help you to connect with them on a deeper level. Celebrate successes when your team members achieve something great, be sure to celebrate their success. This will show them that you appreciate their hard work and that you are invested in their success. Be open to feedback and be willing to receive feedback from your team members and use it to improve your leadership skills. This will show them that you value their input and that you are committed to continuous improvement.

As you climb the rapid learning curves that interim assignment provide, the consultant will have great successes and some failures. learn from the failures and carefully review what could be done better.

My2Cents: To build trust and rapport with your new team, communicate openly, actively listen, show genuine interest in their perspectives, and be reliable in fulfilling your commitments. Consistency and transparency go a long way in fostering a positive work environment. Building trust also involves being approachable, respecting others' opinions, and acknowledging your own mistakes. Encourage collaboration, provide constructive feedback, and demonstrate real commitment to the team's success.

Moreover what we have seen in 21st Century Leadership is that there have been more positive results in building up a work family where each one can have faith and trust along with integrity and discipline. I believe that people are capable enough to perform they just need the right guidance, platform and opportunities. Like a cricket player when given the right coaching, perfect pitch and clear weather, can play long and confidently. So try to be the mentor, coach and leader instead of being The Boss.