What do you do if your team members are losing trust in your leadership?

If team members are losing trust in your leadership, it's crucial to address the situation promptly and transparently. Start by acknowledging their concerns and actively listening to their feedback to understand the root causes of the issue. Communicate openly about your commitment to addressing their concerns and rebuilding trust. Demonstrate integrity, consistency, and accountability in your actions, and prioritize transparency in decision-making processes. Foster a culture of collaboration and empowerment, allowing team members to contribute ideas and participate in decision-making.

Warren Buffett's insight that "trust is like the air we breathe– when it’s present, nobody really notices; when it’s absent, everybody notices" underscores its fundamental role in relationships. Trust acts as the lubricant in the engine of teamwork, facilitating effective collaboration. Recognizing low trust levels provides an opportunity to evaluate and enhance trust within relationships. As Franklin Covey emphasizes, high trust simplifies processes and interactions, boosting efficiency and effectiveness. Conversely, low trust complicates and slows down operations, highlighting trust's critical impact on team dynamics and overall success. The first step to making improvements is acknowledging the problem!

Acknowledge the trust issue early and express a sincere commitment to restore trust with your team. Conduct one-on-one meetings to gain insight into individual concerns, show empathy and active listening. Clearly articulate your vision, values and intentions to address any misunderstandings and encourage transparency. Keep the team informed of key decisions and progress, demonstrate an open and inclusive leadership style. Always follow through on commitments while demonstrating trust and commitment to slowly rebuild trust. Establish feedback loops to measure progress and make necessary adjustments, and restore trust by viewing ongoing communication as an ongoing process.

"If your team members are losing trust in your leadership, it's time to 're-trust-ure' your approach! Start by 're-building' bridges with transparency, 're-energizing' morale with positivity, and 're-vamping' communication channels. Remember, even in tough times, a sprinkle of humor can be the 'trust-boost' your team needs!" ???? #LeadWithLaughter

Reconhecer o problema é o passo fundamental para poder compreender onde houve a ruptura do clima de confian?a entre liderado e líder este diagnóstico servirá para n?o cometer os mesmos erros cometidos anteriormente e assim consolidar uma prática sua saudável de relacionamento entre líder e liderado

It’s crucial to address the situation promptly and effectively by taking necessary steps. By taking these few steps, we can begin to rebuild trust with our team members and foster a positive and productive work environment. Rebuilding trust takes time and effort, but with persistence and dedication, it is possible to regain the confidence of our team. ? Self-Reflection ? Open Communication ? Seek Feedback ? Demonstrate Integrity ? Empowerment and Involvement ? Accountability ? Build Relationships ? Lead by Example ? Provide Support ? Follow Through

A comunica??o é o ponto fundamental para compreender as esferas que precisam ser ajustadas e assim retomar a confian?a na equipe sem sombras de dúvida a comunica??o é um elemento definidor da quebra de confian?a onde n?o há comunica??o dificilmente haverá confian?a

Seja transparente sobre sua vis?o, objetivos e decis?es. Compartilhe informa??es relevantes sobre o contexto e os motivos por trás de suas a??es, mostrando que você está comprometido com a honestidade e a integridade.

I love the Japanese example of porcelain being broken, and then put together where the cracks are now gold. The relationship may not look the same as before, but it can turn into gold if you know how to piece back the pieces into art. Communicating and letting your actions be louder than your words is what will reassure people that you are committed to regain their trust. It shows signs of courage and leadership, because others will feel inspired to do and be better as well.

This may sound counter intuitive, but make sure your actions are not driven by emotions of regret, guilt or shame. It can open a door to being manipulated into actions that are not in everyone's highest good or aligned with the mission of the business. Because you feel guilty so you agree. Everyone makes mistakes. We need to forgive and be committed to do better. However, it does not mean that your team should hold a grudge towards you forever for their own individual interests - if this is the case.

Capacitar e apoiar a equipe é de fundamental importancia na gest?o de clima de confian?a entre líder liderado uma atmosfera de desenvolvimento onde o eixo central deixa o desenvolvimento é a equipe ou seja é cada membro da equipe é inevitável que as rela??es se estabele?am mais firmamente e assim a gest?o de clima organizacional seja percebido com maior evidência no setor ou na gerência como um todo

O líder é membro da equipe você é membro da equipe e como membro da equipe você faz parte faz parte quando o clima está bom e quando o clima n?o está t?o bom ou seja cada qual é responsável por estabelecer e contribuir para que a coletividade seja colocada acima de todos e o bem-estar e o cumprimento das normas internas sejam rigorosamente estabelecidos e é claro a equipe atenda a consolida??o do planejamento estratégico da empresa

Integridade e responsabilidade s?o palavras definidoras no vocabulário do líder estas atitudes precisam estarem presentes na prática do dia a dia da lideran?a estabelecendo um relacionamento eficiente eficaz com todos.

Assuma a responsabilidade por eventuais erros ou falhas e aprenda com eles. Reconhe?a suas próprias limita??es e esteja aberto a feedback construtivo, mostrando que você está disposto a crescer e melhorar como líder.

A equipe necessita de cuidados organizacionais e cuidados pessoais o líder precisa estar sensível é compreender quando cada elemento da sua equipe está necessitando de uma aten??o maior

Acknowledging trust issues is the first step. "Leading at the Speed of Trust" by Stephen M.R. Covey offers insights into trust's detractors and accelerators, emphasizing trust as a combination of character and competence. Character involves integrity, motive, and intent, while competence covers capabilities, skills, results, and track record. Assess whether improvements in character or competence are needed to enhance trust with your team. Covey outlines 13 behaviors to foster trust, a practical guide for building stronger relationships based on trust's foundational elements.

Use Gallup's 12 questions like a car’s dashboard gauges to “gauge trust” in your leadership and employee engagement. Employees = their, they, them 1. Do they know what's expected of them? 2. Do they have the tools they need? 3. Can they do their best daily? 4. Have they been recognized lately? 5. Do they feel cared for? 6. Is their growth encouraged? Nail these first six for impactful leadership. Then tackle: 7. Are their opinions valued? 8. Does their company's mission matter to them? 9. Are their colleagues committed? 10. Do they have work friends? 11. Received feedback recently? 12. Opportunities for growth last year?

Trust is a two ways street, and I would highly encourage the manager in this situation to honestly reflect what is his trust level in those colleagues. Also I would recommend reflecting on questions like "How could this opinion be seen as true?", "What is the manager's feelings to this situation?". Creating an internal alignment first with the outside context, is the first step in bridging the perception gap. Once this is attained and clear, following all the steps above will be just a walk in the park. Everything starts with identity and self image!

In 2019 Zenger and Folkman published research in HBR that revealed the 3 key elements of trust: positive relationships, consistency, and good decision making. When trust is decreasing these 3 elements can serve has a filter for your work to reflect and identify where the gap might be. Then begin to repair it by improving individual relationships, increasing consistency and predictability, and/or increasing the quality and inclusiveness in decision making. It’s not a fix all but this is a great tool to begin the process.