Trust is essential for any team to work effectively, especially in staff development, where you need to collaborate, learn, and grow together. As a leader, you have the responsibility and the opportunity to build trust with your new team members. Here are some tips to help you do that.
One of the best ways to gain trust is to be yourself. Don't try to pretend to be someone you're not, or to know everything. Show your personality, your strengths, and your weaknesses. Be honest, transparent, and respectful. Share your vision, values, and goals, and invite feedback and input from your team. By being authentic, you can create a safe and supportive environment where everyone can be themselves and contribute.
Set clear goals that motivate people which you regularly review and give praise and thanks for all the progress being made! Celebrate those achievements by recognising all the skills and strengths each and every team member has used to accomplish them!
I find it helpful to use a common tool like Forte, DiSC or similar and have a strengths-based conversation about the job and about collaboration. Obviously, sharing my results as well to foster authenticity.
Authenticity: Share personal experiences and challenges to show vulnerability and build connections. Transparency: Communicate openly about team goals, expectations, and decisions eg, I regularly updated my team on project progress and challenges, fostering a culture of trust and collaboration. Feedback: Encourage open dialogue and listen to team members' concerns and ideas like team members could share their thoughts on processes and suggest improvements. Support: Provide resources, guidance, and mentorship to help team members succeed. Recognition: Acknowledge and appreciate team members' contributions and achievements. In team meetings, publicly praised their hard work, boosting morale and trust within the team.
To gain your team's trust as the lead responsible for staff development, it's essential to prioritize open communication, transparency, and consistency. Start by actively listening to your team members' needs, concerns, and aspirations, and demonstrate empathy and understanding in your interactions. Communicate clearly and transparently about your role, objectives, and expectations, ensuring that everyone understands how their development aligns with the overall goals of the organization. Lead by example and show a genuine commitment to supporting each member's growth and success. Provide regular feedback, both positive and constructive, and offer opportunities for skill-building and professional development.
One thing I have found helpful is outlining what we will do, ask for their wishes, and adjust a little bit to better meet both needs.
Another key factor for trust is communication. You need to communicate clearly, consistently, and frequently with your team. Use different channels and formats, such as email, phone, video, chat, and meetings, to suit different needs and preferences. Provide updates, information, and guidance, and acknowledge achievements and challenges. Listen actively, ask questions, and show interest and empathy. By communicating effectively, you can foster understanding, alignment, and collaboration.
Be sure to set and communicate clear expectations and goals for your team. There is nothing worse than working for an organization without clear goals and expectations for success on your team.
A comunica??o é saber ouvir. Repasse a última avalia??o de desempenho de cada colaborador. Abra e discuta cada ponto. Como o colaborador se sentiu? No que ele concordou e discordou. Resuma os highlights de forma que você diga que vai ajudá-lo no que for preciso. Acompanhe esses objetivos chave de desenvolvimento e se tiver algum material, alguma indica??o, já comece o trabalho de treinamento.
Every time usual communication brings the message that you are in their loop. Team always get back to you as you knock them. This communication brings your team altogether & develop all member of the team. Team player start believing in you. You will always be notified what’s going on which will help you to make your decisions.
A third way to gain trust is to empower your team. Don't micromanage or dictate every decision. Instead, delegate tasks and responsibilities, and give your team the autonomy and authority to complete them. Provide support, resources, and feedback, but let them find their own solutions and learn from their mistakes. Recognize and appreciate their efforts and results, and celebrate their successes. By empowering your team, you can boost their confidence, motivation, and loyalty.
Cuidado para n?o "delargar " nesse início. Principalmente sem conhecer bem o time, monitore os objetivos chave, pe?a retorno e status de como est?o andando por um período de tempo. Comece a soltar o time a medida que cada membro vai ganhando confian?a. Pense em treinamentos que podem ajudar após ter as suas primeiras percep??es.
Empowerment is another tools that helps to gain trust. People, who believes in you, always feel empowered. Team player acts as they think there is always you, who is standing at their side to support them. Finally they make themselves prepare for next role. You must recognise team effort & appreciate to the achievers & all who tried their best to reach their goal.
Among a key aspect to empower those around us is to have open communication, which fosters transparency and demonstrates value for their input. Clear expectations provide direction, while delegating authority showcases trust in their abilities. Recognizing achievements boosts morale, while providing growth opportunities shows investment in their success. And perhaps, most importantly for me, leading by example. We need to embody the integrity and accountability we expect. This sets a positive tone. Through empowerment, trust is nurtured, fostering a collaborative and supportive environment where team members feel valued and motivated to excel.
A fourth way to gain trust is to learn and grow together. Staff development is all about improving your skills, knowledge, and performance. As a leader, you need to model a growth mindset and a continuous learning attitude. Seek feedback, learn from others, and take on new challenges. Encourage your team to do the same, and provide them with learning opportunities and resources. Share your insights, tips, and best practices, and learn from theirs. By learning and growing together, you can create a culture of excellence and innovation.
In order to cultivate and inculcate a culture of growth mindset, also be curious and model that for your team. Show your curiosity by asking questions with the intention of learning and getting better every day. Be curious.
Defina com a sua equipe as suas fun??es. O que eles esperam de você? O que pessoas que eles admiram têm? O que se você fizer, vai deixá-los satisfeitos... e o que eles n?o gostam que fa?am... Se possível, pe?a para que deem notas as soft skills deles, dentro da roda das 24 soft skills. Pe?a para que todo o time fa?a isso, uns dos outros. Coloque os seus resultados na mesa, explique o teste com os sues números, com o seu caso. De exemplos de como gosta de atuar, e diga o que admira em profissionais que você gostou de trabalhar.
A fifth way to gain trust is to build relationships. Trust is not only based on professional competence, but also on personal connection. You need to get to know your team members as individuals, not just as employees. Show interest in their backgrounds, interests, hobbies, and aspirations. Share some of your own as well. Find common ground and points of connection. Be friendly, approachable, and supportive. By building relationships, you can create a sense of belonging and camaraderie.
Before you can have the trust and respect of a team, you must build relationships. When walking into a new community, first take on the role of learner. Learn how the new community is already working to get things, learn who in the community is already doing great things- and make sure to point out the positive! This will make it easier to come into the role as leader with a growth mindset, and create a community of learning for your team.
Get to know your team first and understand what they contribute. When I owned a long day centre and kindergarten, I worked in every position during the first 3 months to fully appreciate the workload, challenges and areas of ease that my staff were dealing with. You might not be able to achieve all that physically, but a one-on-one conversation and shadowing is very powerful.
Getting to know staff professionally is extremely important. I make sure I meet with staff and find out about them including how long they've been at the organisation, why the work at the organisation, their professional goals and I ask how can I support them.
Building relationships within your Staff Development team is crucial. It's important to take time to understand each member's background and interests. Foster camaraderie through team-building activities and encourage collaboration on projects. More importantly, it can often boil down to showing appreciation. This is not only for their contributions, but their time and support to the team. Leading with empathy and investing in ongoing relationship-building can help create or foster a positive and cohesive team dynamic where members feel valued and motivated to succeed.
A sixth way to gain trust is to demonstrate integrity. Trust is also based on ethical behavior and moral values. You need to act in accordance with your words, promises, and principles. Don't lie, cheat, or manipulate. Don't take credit for others' work, or blame others for your failures. Don't play favorites, or abuse your power. Be fair, accountable, and responsible. By demonstrating integrity, you can earn respect and credibility.
One of the key ways that you can demonstrate integrity is to share your passion projects and your charitable contributions, more so, to encourage others adopt them too! They become a side note to some of the things that you do, but are a great way of demonstrating where your principles lie.
Do what you say you’re going to do. If you make promises, set deadlines, or agree actions make sure you do them. If anything is not achievable then own it, apologise, and keep everyone informed. No one likes a ‘yes man’ who doesn’t deliver, it smashes trust.