How do you build trust and rapport with your employees and other people development stakeholders?

Being authentic and transparent isn't just a feel-good strategy; it's a leadership superpower! ??♂? When you're genuine, you create a safe space for your team to be themselves too. It's like a trust domino effect! Plus, admitting your own challenges? That's like saying, "Hey, I'm human, and it's okay for you to be too." Let's ditch the masks and get real - it makes for a way more fun and productive workplace! ?????? #LeadershipGoals #BeRealBeYou #TrustTheProcess

Think of building trust like playing on a sports team: it's all about teamwork and being real with each other. Show your strengths and your quirks, just like you'd share your winning moves and off-days. Admit when you fumble and celebrate when you score. Share your playbook, but also listen to theirs. Authenticity and transparency are your best plays to show you care and are in it together.

Continuously demonstrating authenticity and transparency is a great way to build trust with your employees and people development stakeholders. This is because when people trust you, they are more likely to be authentic and transparent themselves. Ultimately, leading to better outcomes for everyone.

> Communicate openly and honestly, even during challenges. > Share information readily and follow through on commitments to build credibility. > Show genuine interest in their perspectives. Practice active listening and acknowledge their concerns. > Publicly acknowledge achievements and contributions. > Celebrate successes and show appreciation for their efforts. This fosters a sense of value and strengthens relationships.

Being authentic and transparent builds trust by creating a safe space for open communication. In my experience, admitting mistakes and sharing challenges fosters a culture of learning and openness. For example, a team member once made a costly error, and instead of blame, I shared my own similar experiences. This helped turn the mistake into a learning moment, increasing their confidence. Additionally, during an organizational change, I held open discussions about the challenges, which made employees feel involved and valued, leading to higher engagement and trust.

To build trust and rapport with your people development stakeholders, showing empathy and curiosity is crucial. Empathy involves understanding and sharing the emotions and experiences of your team members. By actively listening and validating their feelings, you create a safe and supportive environment where they feel valued and heard. Curiosity, on the other hand, involves asking open-ended questions and genuinely wanting to learn more about your stakeholders' backgrounds, interests, motivations, and aspirations. This demonstrates that you care about them as individuals and are committed to their personal and professional growth.

While empathy may seem irrelevant in business, it's not. Showing empathy to teammates, other employees, and leaders is the best way to foster an environment that is supportive of everyone's personal and professional development.

> Truly listen to their needs, concerns, and ideas. Be transparent about decisions and provide clear explanations. > Keep communication channels open, share information regularly, and involve them in decision-making where possible. > Show genuine care for their well-being and professional development. > Value their contributions and perspectives.

I've found that understanding and valuing diverse backgrounds and motivations is key to strengthening relationships and boosting engagement. Showing empathy ensures everyone feels heard and valued—a cornerstone of a supportive, safe working environment. By actively listening to our team members and employees, learning about their experiences and aspirations, and showing genuine interest in their wellbeing, we can tailor support and development opportunities to meet their unique needs. There isn't a one-size-fits-all approach, you have to adjust to everyone :)

Knowledge speaks, but wisdom listens. Understanding the diverse personalities and motivations of each individual is crucial for building empathy. There are various frameworks to learn how to do this, and one of the most effective ones is the Enneagram.

It's easy to focus on problem-solving the bad and not celebrating the good, but it's important to be intentional about doing so. Providing support and recognition in people development programs is critical for participants to thrive and feel a sense of accomplishment.

Fornecer suporte e reconhecimento é como ser o torcedor que sempre está na arquibancada, aplaudindo n?o só os gols, mas também as tentativas. No mundo das vendas, imagine um gerente que celebra cada venda fechada, mas também reconhece o esfor?o por trás das tentativas n?o bem-sucedidas, oferecendo suporte para melhorar. Isso mostra aos funcionários que ele valoriza tanto o processo quanto o resultado, criando um ambiente de confian?a e encorajamento. Os colaboradores sentem que podem crescer e aprender, sabendo que est?o sendo apoiados em cada passo. Isso n?o só melhora o desempenho individual como também fortalece o espírito de equipe, pois todos se sentem parte de um esfor?o coletivo para evoluir.

Seeking feedback is critical to ensure you're able to improve your people development programs continuously. Without doing this, you risk offering irrelevant content and programs that aren't engaging.

Consistency and reliability are two of the most important characteristics of a successful leader. Best practices include: Clear Communication: Establish clear expectations and guidelines to ensure everyone is aligned and informed. Accountability: Uphold commitments and take responsibility for actions, even when faced with challenges. Open and Honest Dialogue: Foster an environment of open communication where mistakes are acknowledged and addressed. Regular Updates: Maintain consistent communication to keep stakeholders informed and engaged. Leading by Example: Demonstrate consistency and reliability personally to set the standard for the organization.

Your word is you and it endures forever. Your word should align with your principles and be consistent. This is your biggest asset and weapon. Leaders are defined by it and they would stake everything in order to keep it. Keeping your word is key to being trustworthy and reliable. Do what you say or don't say it. This way you will attract the best talent and form an enviable team.

Consistency and reliability are foundational to strong professional relationships. By being dependable and following through on commitments, you demonstrate respect for others' time and value. This predictability fosters trust and credibility. Employees and stakeholders feel secure knowing they can rely on you, leading to increased collaboration and open communication. Additionally, consistent behaviour strengthens your reputation as a trustworthy and dependable leader, inspiring confidence in your abilities.

It's important to understand that you can't always say yes to everyone and expect to earn the trust and respect of your team. Making tough decisions and occasionally saying no is essential for maintaining credibility and fostering a culture of accountability and respect among your colleagues.

It's amazing what a little laughter can do to break the ice—whether it's through a light-hearted team activity or just cracking a joke during a meeting. Enjoyment isn’t just about having a good time; it’s also about showing genuine appreciation for the chance to work together. When you’re smiling and having fun, it’s like giving everyone an unspoken “thumbs up” that says, “I’m glad we’re in this together.”

Se divertir e aproveitar com a equipe é como comemorar cada gol juntos, n?o importa o tamanho. No mundo de vendas, isso pode ser t?o simples quanto celebrar cada contrato fechado com um pequeno ritual, como tocar um sino ou fazer uma breve reuni?o virtual de comemora??o. Esses momentos de descontra??o criam la?os e mostram que você valoriza n?o só os resultados, mas também o bem-estar e a motiva??o da equipe. Quando os funcionários veem que o líder se importa com o clima do time e promove um ambiente agradável, eles naturalmente desenvolvem confian?a e se sentem mais integrados. Isso faz com que sejam vistos como um líder que realmente se empenha no desenvolvimento de todos, tanto profissional quanto pessoal.

Lets look at what blocks building trust and rapport; Lack of sincerity, authenticity and consistency. Poor communication between leadership, employees, and stakeholders and not clear, consistent, and transparent. Lack of alignment between words and actions: Leaders who say one thing but do another. Neglecting feedback: Not taking into account or recognising opinions, suggestions, and feedback . Lack of respect for diversity and inclusion. Inadequate training and development opportunities Lack of authentic recognition or appreciation Not addressing conflicts promptly or fairly. Ignoring individual needs. Inconsistent or non-transparent decision-making processes. My view : Real world examples to address before launching any initiatives.

See with whom you usually don't sit during lunch breaks and twist things around. It's a good way to connect on a personal level and learn more about people outside just meetings.

You can’t have trust without vulnerability. You must be willing to show up in and admit your mistakes and weaknesses. And when given feedback you must be willing to receive it rather than reject it. (Note: you don’t have to accept it just receive and consciously consider its validity.)