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Your team is struggling to build trust and respect. What can you do to turn things around?

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Trust and respect are essential for any team to perform well, collaborate effectively, and enjoy their work. But sometimes, teams face challenges that erode these foundations, such as conflict, miscommunication, lack of feedback, or unclear roles. If your team is struggling to build trust and respect, don't despair. There are some practical steps you can take to turn things around and foster a positive team culture.

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Mercedes Aliste

Fomento la Competitividad y Sostenibilidad Empresarial en Bizkaia con una Metodología Medible que Transforma hacia un…
Nicolas Castillo

Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in…

1 Assess the situation

The first step is to understand the root causes of the trust and respect issues in your team. You can do this by observing the team dynamics, listening to the team members' concerns, and collecting feedback from various sources, such as surveys, interviews, or performance reviews. Try to identify the specific behaviors, patterns, or gaps that are affecting the team's trust and respect, such as broken promises, blame games, gossip, or lack of recognition.

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Nicolas Castillo

Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in Clinical Diagnostics | Published Scientist.
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Para abordar los problemas de confianza y respeto en un laboratorio clínico, es fundamental comprender sus causas subyacentes. Esto implica observar la interacción del equipo, escuchar las preocupaciones de los miembros y recopilar comentarios de diversas fuentes. Identificar comportamientos como la falta de reconocimiento por el trabajo bien hecho o la falta de transparencia en los procesos puede ser crucial. Al abordar estas causas de manera proactiva, se puede restaurar la confianza y el respeto en el equipo, promoviendo un ambiente de trabajo más colaborativo y productivo.

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Marjory Peggion

Consultora e Mentora de Carreira | Especialista em Gest?o Tributária e Contábil | Desenvolvimento de Lideran?a | Comunica??o Corporativa
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Earning trust and respect is not instantaneous; it's a process that requires time, commitment, dedication, and above all, providing security to the team involved. Leadership should set an example of partnership and trust, identifying and addressing any needs or obstacles that may arise along the way. Transparent, sensible, and collaborative communication, coupled with respect and active listening, are essential to establishing this bond smoothly and without major challenges.

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2 Address the issues

The next step is to address the issues that are undermining the trust and respect in your team. You can do this by having open and honest conversations with the team members, acknowledging the problems, and inviting them to share their perspectives and feelings. You can also set clear and realistic expectations, define roles and responsibilities, and establish norms and boundaries for the team's interactions. Moreover, you can model the behaviors you want to see in your team, such as integrity, accountability, transparency, and empathy.

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Nicolas Castillo

Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in Clinical Diagnostics | Published Scientist.
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En un entorno de laboratorio clínico, abordar los problemas que minan la confianza y el respeto en el equipo es fundamental. Esto implica iniciar conversaciones sinceras con los miembros del equipo, reconociendo los desafíos y alentándolos a expresar sus puntos de vista. Establecer expectativas claras, definir roles y fomentar la transparencia y la empatía son acciones clave. Además, modelar comportamientos positivos, como la integridad y la responsabilidad, ayuda a fortalecer el vínculo de confianza entre los miembros del equipo, creando un ambiente propicio para la colaboración y el éxito.

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Ronald Nnamdi Onwuka

Agile Business Analyst with experience in Financial Services,Healthcare and Manufacturing. Product Delivery | Process Mapping | Strategy Optimisation
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To address struggling team performance, assess root causes, gather feedback, and analyze metrics. Collaboratively develop an action plan with achievable goals. Provide support, resources, and training to address skill gaps. Foster open communication channels for sharing concerns and ideas. Monitor progress and adjust the plan based on feedback to keep the team focused and motivated.

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3 Build relationships

The third step is to build stronger relationships among the team members, based on mutual trust and respect. You can do this by creating opportunities for the team to get to know each other better, such as icebreakers, team-building activities, or social events. You can also encourage the team to appreciate and celebrate each other's strengths, achievements, and contributions, such as through shout-outs, awards, or feedback sessions. Furthermore, you can foster a culture of learning and growth, where the team can share their challenges, insights, and feedback, and support each other's development.

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Nicolas Castillo

Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in Clinical Diagnostics | Published Scientist.
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En un laboratorio clínico, construir relaciones sólidas entre los miembros del equipo es esencial para fomentar un ambiente de confianza y respeto. Organizar actividades de team building, sesiones de reconocimiento y eventos sociales puede ayudar a fortalecer los lazos entre los colegas. Además, promover una cultura de apertura y colaboración, donde se valoren las fortalezas y se celebren los logros, contribuye a crear un entorno propicio para el aprendizaje y el crecimiento conjunto, impulsando así el rendimiento y la satisfacción del equipo.

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4 Monitor progress

The fourth step is to monitor the progress of your team's trust and respect building efforts, and make adjustments as needed. You can do this by measuring the team's performance, satisfaction, and engagement, using indicators such as productivity, quality, retention, or morale. You can also solicit feedback from the team members, stakeholders, or customers, to gauge their perceptions and expectations of the team's trust and respect levels. Additionally, you can recognize and reward the team's improvements, and address any setbacks or conflicts promptly and constructively.

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5 Reinforce values

The fifth step is to reinforce the values of trust and respect in your team, and make them part of your team's identity and culture. You can do this by communicating and aligning the team's vision, mission, and goals with the organization's values and strategy. You can also involve the team in decision-making, problem-solving, and innovation processes, and empower them to take ownership and initiative. Moreover, you can demonstrate your trust and respect for the team by giving them autonomy, flexibility, and resources to do their work.

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6 Seek support

The sixth and final step is to seek support from others who can help you and your team build trust and respect, and overcome any obstacles or challenges. You can do this by reaching out to your peers, mentors, coaches, or leaders, and asking for their advice, feedback, or guidance. You can also leverage the resources and tools available in your organization, such as training, coaching, or mentoring programs, or online platforms and communities. Additionally, you can network and collaborate with other teams or departments, and learn from their best practices and experiences.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mercedes Aliste

Fomento la Competitividad y Sostenibilidad Empresarial en Bizkaia con una Metodología Medible que Transforma hacia un Modelo Centrado en las Personas | Consultoría y Formación Estratégica | Director Comercial | Ventas
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Si en el equipo hay problemas de confianza y respeto y queremos transformarlo para que se crezca en un ambiente sano, de confianza, positivo,... hay que analizar que lo ha generado. Ver si es una persona, la relación entre ellos, la cultura de la organización o nuestra coherencia y forma de liderar. La confianza nace de la relación y algo se ha roto, y es un hilo que tarda en construirse y es fácil de destruir. Si ha existido la semilla y ahora no brota es que no hemos atendido a algo, ahí hay que descubrir y rectificar de manera abierta. Y luego cumplir para demostrar. Si no ha existido,... no se puede romper, hay que empezar de cero y en un equipo ya funcionando creo que es bueno pedir ayuda.

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Damian Pi?ero Consultor Comercial

????Coach comercial /Asesoramiento comercial/Reclutador/formación y capacitación /??.
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La confianza y el respeto son indispensables en un equipo Si este está peleando por lograrlo, es fundamental conocer al equipo e identificar los puntos de conflicto para poder desactivar los mismos y tomar acción para un futuro aprendizaje

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Your team is struggling to build trust and respect. What can you do to turn things around?

1

2

3

4

5

6

7

1 Assess the situation

2 Address the issues

3 Build relationships

4 Monitor progress

5 Reinforce values

6 Seek support

7 Here’s what else to consider

Team Leadership

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Your team is struggling to build trust and respect. What can you do to turn things around?

1

2

3

4

5

6

7

1 Assess the situation

2 Address the issues

3 Build relationships

4 Monitor progress

5 Reinforce values

6 Seek support

7 Here’s what else to consider

Team Leadership

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