Here's how you can establish trust and cultivate strong relationships within your IT team.

Building trust and strong relationships within your IT team involves clear communication, transparency, and mutual respect. Encourage open dialogue, recognize and celebrate team achievements, and provide support for professional growth. Lead by example, demonstrating integrity and reliability in your actions. Foster a collaborative environment where everyone feels valued and heard. Regular check-ins and feedback sessions can also help address concerns and strengthen bonds.

One thing I found helpful was to run everyone through a training such as six-sigma or ITIL to create a common vocabulary for comparing incidents, service outages and measuring success. Creating a common operating environment encourages both industry veterans and newbies to communicate and solve problems using the same terms which leads to fewer mistakes and a better sense of respect.

Prioritize transparent communication and active listening. Demonstrate empathy and understanding, acknowledging the unique strengths and challenges of each individual. Invest in team-building activities and initiatives to promote collaboration and solidarity, ultimately creating a cohesive and supportive work culture.

Remember you have 2 ears and one mouth and use them in that proportion. Listen to peers and team members, ensure you make time to contact your team regularly (particularly if you all work remotely), get to know (and reference) the things that motivate them at home as well as at work. Fulfil your commitments or communicate when & why that was not possible, be authentic.

As i see it this can be achieved by fostering open communication, actively listening, being transparent, showing empathy, recognizing achievements, encouraging team-building, supporting professional development, leading by example, promoting collaboration, resolving conflicts promptly, and setting clear goals.

Your team members can detect when you are not being honest and transparent. Not only does this diminish their trust, it causes them to operate and make decisions from a place of fear. That said, you will not reap the full benefits of the gifts and talents they so desperately want to share. Realizing that there are times when certain information cannot be shared or it must come later, training your team to think accordingly is key. For example, transparency can sound like, “This item is still being discussed. I will share an update with you once received.” Another key area for transparency is simply you the leader. Be comfortable admitting when you are wrong. It will help your team members feel comfortable with opening up too.

A transparência é fundamental dos dois lados como já mencionado. A comunica??o clara traz efetividade e qualidade para os processos e contribui para um ambiente de trabalho adequado e tranquilo. Dessa forma todos estar?o alinhados em um só objetivo.

Openness to everyone, both successes and errors, is crucial... Allowing everyone to expose themselves to others (only within the group) facilitates continuous improvement. Siempre fui opositor a la máxima de que "los éxitos se comparten y los errores se tratan individualmente", creo firmemente que un grupo sólido y con confianza y apoyo interno, sabe recibir tanto una cosa como la otra.. cuando cada individuo, se siente contenido, y sabe que cuenta con el apoyo en el triunfo y en el error, todo fluye más fácil y se corrigen errores a futuro. No Brasil, “jeitinho” é uma palavra que n?o é bem vista, mas com conten??o da equipe é uma forma de transformar erros em acertos.

Fostering trust and strong relationships within your team is crucial for success. Imagine a workspace where transparency is the norm, with open communication flowing seamlessly and every team member feeling valued. As a leader, you set the example by demonstrating integrity and accountability, empowering your team with autonomy, and celebrating their achievements. By investing in their professional growth, you build loyalty and motivation. Encouraging collaboration and resolving conflicts constructively strengthens the team bond. Through empathy and support, you create a harmonious and productive environment, where transparency leads to trust and innovation flourishes.

Integridade, Excelência, Empatia, trabalho em equipe entre Empresa e Colaborador, com fatos & dados, é o indicador que devemos cultivar e desenvolver em nossas Times de trabalho. Uma pessoa sozinha pode ate chegar ao final da jornada em algum momento, um Time alinhado e convicto de onde pode chegar, trabalhando em equipe, consegue chegar antes e fazer entregas com agilidade e qualidade.

Conduct a Rules of Engagement exercise with Your Team 1. Set Up: - Write "Rules of Engagement" at the top of a flip chart in front of the room. 2. Gather Input: - Ask everyone to suggest practices or behaviors for a successful meeting. Examples include "respect opinions" or "listen actively." 3. Capture Ideas: - Write down all the suggestions on the flip chart. 4. Clarify Terms: - For broad terms like "respect" or "trust," ask for specific actions that demonstrate these values. 5. Feedback Mechanism: - Discuss how team members can give each other feedback if someone isn’t following the rules. 6. Check In: - ask if anything is missing - Use engaging questions to encourage deeper discussion and discovery.

Establishing trust and strong relationships within IT teams through encouraging dialogue involves several key strategies. Ensure open communication channels and practice active listening to show respect for team members' contributions. Be transparent about goals and decisions to align everyone towards common objectives. Encourage and act upon feedback, showing that input is valued. Demonstrate empathy and support for team members, recognizing their efforts regularly. Involve them in decision-making processes and address conflicts promptly and fairly. Organize team-building activities to enhance collaboration and foster a culture of continuous improvement.

Through my whole career I have learned that by promoting an environment of open dialogue, IT teams can develop mutual trust, enhance collaboration, what then help to achieve better project outcomes. From start, it is key to establish an environment where team members feel safe to express their thoughts and opinions without fear of judgment or retaliation, and are trully listened. Regular team forums where open dialogue and collaboration is encouraged can facilitate this culture. As a leader, be approachable and open to feedback from team members. And be respectfull to challenges raised at all levels, diverse points of view, and suggestions. This approach not only improves the work environment but also contributes to long-term team success.

Avalia??o de desempenho, atrelada a indicadores de performance, reuni?es semanais ou diárias, dependendo das entregas necessárias, e feedback pontuais no momento em que os fatos ocorreram s?o a chave para se gerar um dia-a-dia com sinergia entre Gest?o de TI e Times de colaboradores

Hold regular meetings where everyone has the opportunity to share their opinions. Maintain regular one-on-one sessions, providing a safe space for ideas and concerns to be expressed. Practice active listening during all interactions. Show that you value what team members are saying by acknowledging their contributions, asking follow-up questions, and taking their suggestions seriously. Demonstrate openness and transparency in your communication. Share your own thoughts and concerns openly and encourage others to do the same.

Ao reconhecer e valorizar o trabalho dos membros da equipe, podemos promover um ambiente de trabalho positivo, motivador e colaborativo, onde todos se sintam valorizados e incentivados a darem o seu melhor. Isso n?o só melhora o desempenho do time, mas também contribui para o sucesso geral da organiza??o. Abaixo, alguns tópicos que podem ser trabalhados no reconhecimento do Time. ? Motiva??o e Engajamento ? Fortalecimento dos Vínculos da Equipe ? Cria??o de um Ambiente Positivo e harm?nico ? Fomento da Cultura de Aprendizado ? Reconhecimento Personalizado (Individual) ? Lideran?a Exemplar

Siempre felicitar en público y dar feedback en privado,. Incentivar, motivar, hacer coaching, aportar en el bien común del equipo, Esa es la clave !

O reconhecimento por menor que seja, será sempre um reconhecimento, individual ou para todo o Time é super importante. Desde de crian?a aprendemos e queremos ser reconhecidos pelas nossas conquistas e quando ocorre algo n?o t?o positivo, entendemos que poderemos sofrer as consequências de nossas a??es.

As conquistas da equipe tem que ser reconhecidas. Procuro dar visibilidade e reconhecimento ao time em todas as entregas. As pessoas se sentem valorizadas e motivadas a continuarem fazendo um bom trabalho.

I think it's important to celebrate success whether it's small or big. People come from different contexts , different places, but to work on a project with 100% dedication, you need that sense of belonging ness and that's only possible with the trust and that sense of accomplishment.

Es importante también fomentar la “delegación horizontal”, para que mejore la confianza entre los miembros de un equipo y para que cada uno se sienta responsable y valorizado por sus contribuciones.

Vision 365 Delegar y alternar funciones. Dentro de un equipo es bueno identificar las fortalezas de cada uno de los integrantes. asi puedes delegar de acuerdo a estas, pero entiendo que es bueno asignar tareas complejas a miembros del equipo aunque este no tenga experiencia previa en la resolucion de los caso. Esto ayuda a desarrollar las habilidades de tecnicas a los miembros del equipo, a colaborar entre ellos, lo que representara una fortaleza en el equipo cuando todos pueden resolver los casos que se presenten sin importar la naturaleza de este. A esto llamo equipo con vision 365!!!

Fa?o planejamento com meu Time, coloco datas e acompanho de perto o andamento das atividades. Se identifico algo que podemos executar de maneira mais rápida ou com mais qualidade coloco sempre o meu ponto de vista e pe?o que o Time analise se o que eu estou sugerindo faz sentido para atingirmos nosso objetivo. Deixo eles trabalharem e cobro o resultado.

Many organizations struggle with ineffective delegation, wasting talent and causing stagnation. A marketing team's lackluster product campaign is a prime example. The manager assigned tasks without giving team members autonomy, leading to a failed campaign. The problem: most managers lack delegation training, which they need to lead effectively. They're often promoted for technical skills, not leadership abilities. By teaching managers to delegate well, organizations can empower employees and drive results.

Planejar, delegar e acompanhar. Delegar atividades envolve confian?a na equipe e faz com que os colaboradores se sintam valorizados. A equipe se auto gerencia, se apropria do trabalho e cresce profissionalmente. O acompanhamento é essencial para a troca de idéias e no eventual suporte necessário para a execu??o da atividade.

Conflict resolution in an IT team is an opportunity to guide the disagreeing employees with empathy in the right direction for effective collaboration. It is more important to emphasize teamwork for finding a solution rather than pinpointing who is wrong.

I love the topic of conflict within teams. We want conflict, it’s beneficial when it’s mild to moderate and a necessary part of working through tough topics. If/when it gets out of hand, it’s time to step in and help the team members find a path to resolve the conflict. With the right tools and effort, conflict can reinforce and strengthen a relationship.

Ao promover uma cultura de resolu??o de conflitos construtiva e respeitosa, as equipes de TI podem fortalecer sua coes?o, aumentar sua eficácia e criar um ambiente de trabalho onde todos se sintam valorizados e respeitados: Abaixo, alguns tópicos que podem ser trabalhados para a resolu??o dos conflitos: ? Importancia da Abordagem Construtiva ? Diálogo Aberto e Comunica??o Efetiva ? Buscar Solu??es Mutuamente Benéficas ? Focar nos Interesses Subjacentes ? Media??o e Facilita??o ? Aprendizado e Crescimento

A empatia é uma das maneira para resolu??o de conflitos. Precisamos entender os por menores, de maneira prática e objetiva. Conduzir para uma resolu??o respeitosa e de forma a refor?ar a rela??o de confian?a existente no time. é importante trazer também os aprendizados desse conflito para que o time torne-se mais resiliente e com mais robustez para os próximos desafios.

Una de las partes favoritas, ya que la resolucion de conflictos es la que te determina quien es quien... En lo personal, el desarrollo y la capacidad que tengas para resolver problemas, conflictos. Es lo que determinara exito de proyecto, por consiguiente habra que desarrollar estrés controlado para que surjan las ideas... "hay que tener hambre, para poder pensar en resolver..."

One crucial aspect to consider in cultivating trust within your IT team is fostering a culture of continuous learning and improvement. Encourage your team members to seek out opportunities for skill development, whether through workshops, online courses, or certifications. By investing in their professional growth, you demonstrate your commitment to their success and build trust by showing that you value their development as individuals. Additionally, creating opportunities for cross-functional collaboration can strengthen bonds within the team. Encourage members from different departments or specialties to work together on projects or initiatives. Lastly, leading by example is paramount in establishing trust.

Establishing very strong relationships can only the achievements that the team gained together. All these team buildings became boring for employees who are adults and work a long time in the company. The answer is - to organize the work with clear milestone goals, preferably, if the work is full of difficult technical tasks, pitfalls, and not easy achievements, that allow the team to concentrate efforts together around the issue. And only working together and successfully overcoming (sometimes even not successful) can create the real glue of strong relationships. The role of the manager here is to be with the team and participate. This is my point.

Setting ice breakers and in person team events during norming/forming phase helps team members get to know others personally and builds the foundation for stronger team work in future. On an ongoing basis, various activities like design thinking for a given problem/project solutions, quarterly and yearly strategy sessions leverages unique skills and expertise of each member while producing team level results. Clear guidelines and transparency about rewards, promotions help build trust within teams and with leaders.

Hire smart people and let them work, no micromanagement. Listen, listen and listen, offer opportunities on relevant projects and agree responsibilities without distinction.

Myth – Building Trust is Not Important – Underestimating the power of trust is a significant mistake for leaders. Trust is foundational for the performance of teams . Without finding ways to build trust and understanding how technology impacts it, team morale will remain perpetually low.