What do you do if your team members are skeptical of your leadership?

Building trust through authenticity is the cornerstone of my leadership. Here are a few of my core strategies to enhance trust across my teams through authenticity: 1) Be Transparent, share both successes and challenges with your team and stakeholders; 2) Demonstrate Compassion, genuinely care for the well-being of your teams (in/out of the workplace); 3) Live Your Values, actions always speak louder than words; 4) Share Your Personal Stories and Challenges/Failures, it is important to humanize yourself as an authentic leader. We all make mistakes, show your teams you own your mistakes and can grow from them. IMO authenticity in leadership is about being true to yourself while being open, honest, and caring towards your teammates.

It all starts by being yourself and as you so instinctively stated that trust is at the core of a relationship… this is a simple formula that has worked for me. As I got older I have realized to say less and to listen more. A long time ago I asked someone I trusted what I should do to get better and he simply said talk less and listen more! Words that I have taken to heart ??

If your team members exhibit skepticism towards your leadership, it's essential to acknowledge that trust is something to be earned rather than an entitlement. Adopting this perspective sets the foundation for actively seeking methods to establish and garner trust.

An absence of trust stems from unfulfilled expectations of past leaders. A leader in such a scenario requires to practice the art of making daily deposits into his followers so as you earn their trust. Trust is not imposed but earned through credibility.

One thing I’ve found helpful is actively listening to the team, not only when formal feedback is required, but throughout the process of project conception to dissemination. Skepticism is not criticism; it’s a learning opportunity to understand what the team requires, active listening here helps find that root cause and build a cohesive and committed team.

Listening actively entails taking notes, asking questions and walking through the process together with the people. It also demands that you learn not to rush into contributing your thoughts into the matters at hand.

Active listening plays a pivotal role in handling team skepticism. Motivate your team to express their concerns and genuinely listen to their viewpoints. Refrain from disregarding their perspectives or getting defensive. By actively listening, you can pinpoint the underlying reasons for their skepticism and tackle them head-on, fostering a stronger and more dedicated team.

Show that you are listening. Maintain eye contact. Don’t answer your phone. Don’t respond to emails. Show that you respect them enough to give them your full attention.

To address skepticism effectively, you need to embody the qualities you want to instill in your team. Show integrity, dedication, and compassion in your everyday behavior. Your team tends to reflect your actions, so maintain a high standard of work ethic and commitment.

I have no doubt that the example is the best thing to do. Words convince, but example drags. Good leaders, before giving orders, execute their own orders.

Communication within the group must be rational, peaceful, showing real depth in understanding (Yes, invoke that Emotional Intelligence that you have), show that you're a real person - some refer to this characteristic as '..being a mensch..' - with that purpose of leading. Have long noted others being skeptical of leaders' abilities. Here are some examples: - Superciliously looking down their nose at their team or downright negating their abilities; - Argumentative or combative always giving off the sentiment, '..my way or the highway..'; - Pretending not to know what others are speaking of; - Enjoining or engaging in highly unpopular or derogatory discussions at board meeting, or online - even from the past; Don't feed the skeptics !

Be open to constructive criticism. You are not perfect. Listen to what your people tell you. If it’s valid, take their suggestions. Show that you are a team player too.

Employees’ skepticism occurs when the leader leaves information gaps that are filled with rumors, which when they become normalized communication does immense damage to the leader influence. I recommend that leaders promote open spaces to socialize corporate informations and narratives that minimize rumors and to allow employees' voices to be heard.

Reinterate in differing ways that, 'We are here to make a difference..not to cut one another down.' Also be inclusive: '..If you have ideas on improvements, I'd love to listen to them..I have pull, and the ability to pull the strings..' If applicable, use an exhortation to the team members to leave their otherwise idiosyncratic or derogatory opinions outside the door. There is nomenclature for insubordination in the not-for-profit sphere. Oust those who are persistent or consistent in counterproductive conduct. Don't stand for this scene on a regular basis. There are better, much more solid replacements who will diligently work with you and the group.

1. Listen Actively: Take the time to listen to your team members. Understand their concerns, ideas, and perspectives. Active listening shows that you value their input and are genuinely interested in their development. 2. Focus on Facts: Rely on facts and research rather than opinions or intuition. Back up your decisions with evidence. 3. Care About Their Success: Show genuine concern for your team's success. Understand their goals and aspirations, and actively support their professional growth. 4. Zero In on Lead Indicators: Identify a few critical areas that will significantly impact the team's success. Focus your efforts on improving those specific aspects.

In my experience , the first piece is to develop an understanding of how the team operates, what is the team members backgrounds and what is their general outlook.A lot of interaction and listening skills are needed in order to consistently build this understanding.In the next stage, one can explore their apprehension or fears and understand where they are coming from .One could address their fears through doing a need gap fulfilment

Accept that they might in fight be right! Test objective facts that either qualify of disqualify your team's scepticism. Then take personal action to address disqualify all the scepticism.

While I agree with the idea of involving your subordinates in decision making, it may be problematic, if you have more followers as decision making is a delicate and requires a sizeable number of people to evaluate various options. What I may recommend if you have a larger follower base is for you to brainstorm with them. Thereafter you go to your management team and synthesize the data and come up with the list that you have agreed to implement. Give your team feedback, and allow them to hold you accountable for implementation. Along the way regularly check with them and give them feedback, where there are lapses own up and explain circumstances behind the lapses. This is how you may win your followers’ confidence in your leadership.