What do you do if your employees doubt your trustworthiness and credibility as a leader?

There are two ways to look at it. 1) If you are a true leader who values the team and feels that your team is not valuing you for any reason, everything you do as a leader becomes only a force and not from the heart. If you are not trusted at a table, that table does not belong to you, and your seat is just for the sake of it. A leaders success and standing is always due to the team and the success of the team, hence the team success and trust from the team is important. Find something else as you do not deserve the seat. 2) See where you are wrong as a leader, get inputs and constant feedback, put a plan to implement the feedback and show in actions, not in words. Build the credibility by the minute and win the trust and confidence.

To address doubts about your trustworthiness and credibility as a leader, listen to employees' concerns, lead by example, communicate openly, be honest and authentic, empower employees, provide support, build relationships, seek feedback, set clear expectations, and be patient and persistent in your efforts to rebuild trust.

Vulnerability, consistency, and authenticity. Collaborate with your people, especially when something is happening in your organization where you are uncertain of the results. "I don't really know what to expect next, but we will get through this as a team, as we always have gotten through hardships together" goes a very, very long way in building trust and authenticity. Checking in and having genuine conversations with your people about work or their lives goes a long way as well. Being consistent in your working relationships and having integrity in all you do will serve you well in any role of leadership.

Credibility in the workplace is crucial for effective leadership and trust. Leaders can improve credibility by demonstrating integrity, consistency, competence, aligning behaviors with values, investing in employee development, and fostering transparency, accountability, and feedback. These traits foster trust, collaboration, and business success.

1. Open Communication: Encourage open and honest conversations. Let your employees know their voice matters and there won't be trouble for speaking up. 2. Safe Space: Create a safe environment where employees feel comfortable sharing their concerns and ideas. 3. Regular Feedback: Have regular team meetings or one-on-one sessions to gather feedback. You can also use anonymous surveys if some employees feel more comfortable that way. By following these steps, you can show your employees that you value their input and are committed to rebuilding trust. Remember, rebuilding trust takes time and effort, but it's definitely possible!

Start by fostering an environment of open communication. Withholding critical information can make you appear untrustworthy or controlling. To establish credibility, always be honest and transparent, even when the information is unfavorable. Encourage team members to voice their concerns and address them openly. This level of transparency not only builds trust but also shows that you value the team's input and are willing to listen to their needs and concerns.

1. Listen and Reflect: Let your employees share their concerns openly. Take time to think honestly about their feedback. 2. Make Real Changes: Based on their input, adjust your communication style, decision-making process, or management approach. Focus on improvements that genuinely benefit the team. 3. Be Genuine: Don't just go through the motions. Show your team you're committed to creating a better work environment. Remember, rebuilding trust takes time. Be patient, consistent, and focus on open communication with your team.

Demonstrating your commitment to professional development, both for yourself and your team members, can significantly enhance your credibility as a leader. Here’s how: Periodic Meetings: Hold regular meetings focused on improvement and offer constructive feedback. Professional Development Resources: Share resources such as articles, books, and courses with your team. Peer Mentoring Program: Establish a mentorship program that pairs experienced team members with those seeking guidance. Goal Setting: Encourage team members to establish and pursue their own professional goals. By actively supporting your team's growth, you show genuine interest in their futures, which can help rebuild trust.

As long as a leader is able to connect with people genuinely, communicating transparently, listening their reasonable concerns and honoring as per committed timeline employees don’t doubt credibility of a leader. We have seen an org with 300 FTEs ramped up to 25k FTEs. Whilst, we have witness org struggling to retain its top-line and employee retention, all because of leaders. On one end they may win deals, at the backend they let go of existing deals due to oblivious reasons. Hiring resources through out a year could be for two reasons.1. Org is growing-organic or inorganically 2. Backfilling to retain revenue. The former express prosperity & credibility, the latter indicates disastrous Ops, lacks trust. Both credit goes to the leader.

Being genuinely interested in your team's well-being is essential. Avoid being the leader who smiles and shakes hands but lacks true interest in working with the team. Here’s what you can do instead: Offer Feedback and Constructive Criticism: Providing regular, thoughtful feedback shows that you care about the performance and success of your team. Be Available: Make time for one-on-one conversations and show willingness to support team members with challenges they are facing.