Your team member questions your leadership. How will you regain their trust and respect?

Remember not to get defensive, listen with the intention of understanding and addressing the concern. Involve the team member (and the broader team) in more decision-making processes to rebuild a sense of ownership. When people feel they have input, they’re more likely to trust leadership. Delegating responsibilities or seeking their advice on important decisions could demonstrate confidence in their abilities and reinforce mutual respect

To regain the trust follow the below steps: 1. Acknowledged concerns 2. Open conversations 3. Take the ownership 4. Lead with the examples

Is your expectation that every member of your team will always have confidence in your leadership? That's not achievable. If you achieve it, you're not leading. So expect this to happen sometimes no matter what. But if you are to maximize confidence, stay open to challenge. Build relationships based on open communication so people are comfortable telling you what they think. If you do this, you'll catch the clues that things aren't going well nice and early, and prevent any real crisis of confidence by reacting to valid feedback and adjusting your approach. If, on the other hand, someone is just whining because you're doing something they don't like, you'll have to become comfortable with that loneliness.

Create a psychologically safe environment where open dialogue can occur. This doesn't mean lowering your standards or backing down; rather, it's about fostering mutual respect and understanding. Start by actively listening to their concerns without becoming defensive. In the absence of clear communication, people often create their own narratives, which can exacerbate misunderstandings. Be transparent about your intentions and any challenges you're facing. This vulnerability can help rebuild trust. Keep in mind that regaining trust and respect is a process that begins long before conflicts arise.

If a team member questions your leadership, it's also vital to identify what is driving the criticism: is it coming from a personal issue on their end, or is it from a genuine concern over your decisions and strategies? This is especially important for women leaders, who often face more criticism than their male counterparts; while it is absolutely essential to listen openly to constructive concerns and critiques, it's also just as essential to be able to discern between genuine issues and bias.