You want to foster trust in your team. How can you promote transparency and honesty in your meetings?

Promote transparency and honesty in meetings by openly sharing information and decisions, encouraging team members to voice their opinions and concerns without fear of judgment, and consistently following through on commitments and promises.

Dare to be vulnerable. Paint a picture and repeatedly demonstrate your willingness to accept and integrate feedback. Seek out feedback from people who may be less vocal during a meeting, people who need time to process and are comfortable discussing things one on one.

Promover a confian?a na equipe através da transparência e honestidade em reuni?es é fundamental. Aqui est?o algumas estratégias eficazes: Estabele?a um ambiente seguro; Defina expectativas claras; Seja aberto sobre desafios, Incentive feedback sincero, Aja com integridade; Compartilhe informa??es relevantes; Use dinamicas de grupo, Reconhe?a e valorize a contribui??o de todos; e Fa?a follow-up, Promova o desenvolvimento contínuo. Implementando essas estratégias, você pode cultivar um ambiente de confian?a e colabora??o que beneficiará toda a equipe.

Building these foundations also involves - creating regular opportunities for feedback and reflection. Implement structured yet informal check-ins where team members can openly discuss what’s working and what isn’t. - Use these sessions to celebrate successes and collectively find solutions to challenges. - Additionally, fostering a non-judgmental environment where mistakes are viewed as learning opportunities rather than failures can greatly enhance trust. - Recognize and reward honesty, and ensure that all voices are heard, promoting inclusivity and a sense of belonging. By consistently reinforcing these practices, you create a resilient foundation that supports a transparent and honest team culture.

Confian?a. Processos. Definir Prioridade e Urgência. S?o as bases de um trabalho fluido, onde todos s?o conectados no mesmo objetivo e n?o em objetivos pessoais.

I find starting meetings with check-in and closing with check-out questions helpful. Check in questions allow everyone around the table to bring their focus to the room (virtual or live). It also sets the stage for participation from round the room early on. For those who are not so fond of raising their voices, having other means to share eg via messenger chats would help too. Checking out allow questions such as what their key takeaways would be and through that to go round the room (if possible) allowing everyone to have a say. In essence conversations flourish if the environment allows it. Leaders should set the stage and orchestrate the room for people to speak up, taking time to listen and not jump into conclusions too quick.

Introduce técnicas como las "sesiones de preguntas abiertas" al final de cada reunión, donde se dedican 10-15 minutos exclusivamente a responder preguntas de los participantes. Implementa también herramientas digitales como Mentimeter o Slido que permiten preguntas anónimas en tiempo real, lo cual puede ayudar a los miembros más tímidos a participar sin miedo a ser juzgados. Asegúrate de que todos los miembros del equipo se sienten respetados, valorados y escuchados, gestos tan sencillos como mirar a los ojos mientras están hablando o apuntar los puntos importantes que mencionan son los que marcan la diferencia para aumentar la confianza que tienen los miembros del equipo en ti.

In my experience, raising the tough questions, addressing the "elephants in the room" proactively, and pausing for team member contributions to the topics at hand are three ways to use a meeting to encourage dialogue about the real subjects impacting your team.

Open Communication Channels: Encourage team members to speak up and share their opinions. This can be facilitated by asking open-ended questions and actively listening to responses. Foster Inclusivity: Make sure everyone has an equal opportunity to contribute, and ensure that quieter team members are also heard. Provide Constructive Feedback: Offer feedback that is both honest and supportive, and encourage team members to do the same with each other.

Criar um espa?o para o diálogo é essencial para a transparência. Além de transmitir direcionamentos, é vital promover um ambiente de troca e colabora??o. Incentivar os membros da equipe a fazer perguntas e fornecer feedback n?o só fortalece a confian?a, mas também enriquece as discuss?es com perspectivas diversas, mostrando que todas as vozes s?o valorizadas e ouvidas.

A clareza na defini??o de pautas para reuni?es é essencial para promover a honestidade. Isso n?o apenas mantém as discuss?es focadas e produtivas, mas também refor?a a mensagem de que todas as contribui??es s?o importantes. Distribuir a agenda previamente e permitir que os membros da equipe contribuam com tópicos garantem que todos estejam alinhados e preparados, promovendo um ambiente de trabalho transparente e participativo.

Sans ordres du jours il n’y a pas de fil conducteur et la réunion n’aboutie sur aucun résultat. L’objectif d’une réunion et de présenter un sujet et/ou de le débattre pour trouver une solution. Il est donc primordiale d’introduire l’ordre du jour et même de segmenter les sujets s’il y en a plusieurs à l’intérieur. Encore une fois l’objectif et d’en sortir quelque chose de constructif et qui permet d’avancer.

La claridad en las reuniones se logra mediante agendas detalladas y compartidas con antelación. Envía la agenda al menos 24 horas antes de la reunión e invita a los miembros del equipo a agregar puntos que consideren importantes. Utiliza herramientas como Trello o Asana para gestionar las agendas y asignar tiempo a cada tema. Esta práctica asegura que todos lleguen preparados y se minimicen las sorpresas, lo que a su vez fomenta un ambiente de honestidad y transparencia. Además, una agenda clara ayuda a mantener las reuniones enfocadas, lo cual las hará más productivas.

Define Objectives: Clearly outline the goals of the meeting beforehand, so everyone knows what to expect and can prepare accordingly. Stick to the Agenda: Keep the meeting focused and on track, ensuring that all key topics are covered within the allotted time. Review and Reflect: At the end of the meeting, review the decisions made and the next steps. Reflect on the meeting process itself and ask for feedback on how to improve future meetings.

Ter o comprometimento nas reunioes e verificar se o que esta sendo abordado todos est?o a vontade de opinar. caso tenha notado o comportamento de negativa ao assunto tratado parar e verificar o que esta acontecendo.

Pour que les commentaires soient appréciés, le climat doit être complètement ouvert entre les parties. Cela signifie que chaque personne prenant la parole et exposant son idée doit la justifier d’arguments et exemples. Dans l’autre sens, les interlocuteurs doivent être à l’écoute afin de comprendre le cheminement intellectuel de cette idée. Mais cela ne signifie pas que tout le monde doit être d’accord, au contraire. Il faut savoir rebondir en justifiant encore une fois.

Why it Matters: Essential for growth and trust. How to Provide Constructive Feedback: Be Specific: Clear, detailed feedback. Example: "Your client handling was excellent." Focus on Behavior: Address actions, not personal attributes. Example: "You’ve been late to meetings, affecting our start times." Be Timely: Provide feedback soon after the event. Balance Feedback: Use the "sandwich" approach: positive, constructive, positive. Offer Solutions: Suggest actions for improvement. Example: "Consider this course to improve presentation skills." Encourage Dialogue: Invite team members to share their thoughts. Follow Up: Check progress and offer ongoing support.

Esta e a melhor ferramenta de analise do que esta sendo abordado, todos tem o entendimento. Ter a maturidade de receber o feedback reverso, como um sinal positivo pois as vezes pares e colaboradores tem uma vis?o que no momento n?o tenha notado e n?o tomar como critica.

Le feedback est important, mais il peut prendre plusieurs formes : - le feedback de son ressenti, sans jugement, c'est celui qu'utilisent les coachs - le feedback d'appréciation, qui permet d'encourager et de motiver en soulignant une bonne performance - le feedback d'évaluation d'une performance, qui peut être positif ou négatif Les deux premières formes contribuent directement au développement de la confiance. En revanche, la troisième forme, le feedback d'évaluation, doit être effectué en ayant fixé au préalable le cadre de l'intervention avec la personne qui le re?oit. La personne doit en effet accepter de recevoir un feedback négatif, sinon l'effet sur la confiance sera lui aussi négatif.

A responsabiliza??o dos membros da equipe por suas a??es é ponto chave para a transparência. Discutir claramente responsabilidades e acompanhamentos durante as reuni?es n?o apenas demonstra comprometimento com os objetivos da equipe, mas também fortalece a equidade e a confian?a. Quando todos, inclusive a lideran?a, s?o responsáveis pelo cumprimento dos mesmos padr?es, a confian?a mútua e o senso de justi?a s?o naturalmente promovidos.

In my team, we have a practice to capture tasks and ownership and take accountability for each user story. Entire team knows who's responsible and collaborate to successful enterprise!

At the end of each team meeting, summarize the key action items and follow-ups. Clearly state who is responsible for each task and the deadline. Share this summary with the team via email or a shared document. This simple practice ensures that everyone knows their responsibilities and keeps the team aligned.

Another way to foster accountability is not just ensuring all the tasks are assigned and understood, but it's sticking to the former points. Stick to the time, format, and agenda. Don't let a single conversation that should be held offline distract from the primary goal and outcomes of the meeting. Whoever's leading the meeting needs to lead the meeting and respect everyone's time.

Valorizar a vulnerabilidade como parte do processo de constru??o de confian?a é poderoso. Ao demonstrar que é aceitável n?o ter todas as respostas e admitir erros, cria-se um ambiente seguro para que todos fa?am o mesmo. Compartilhar desafios durante as reuni?es n?o apenas facilita a busca por solu??es coletivas, mas também refor?a a ideia de que a honestidade é mais valiosa do que a perfei??o, fortalecendo ainda mais os la?os de confian?a dentro da equipe.

As a leader, we do not need to know all the answers or carry the world on our shoulders. Sometimes saying out loud to the team that ‘I don’t know’ carries more weight. Or saying ‘I need the team to help me in this…’ helps to build teamwork and rally the team in resolving a challenge.

When I call a meeting, especially one that consists of members of multiple teams, you can be assured there will be some activity, i.e. I'm not just reading a list of problems. I've called it not just to show the vulnerabilities in my own blind spots to the problem trying to be solved, but also to get input and feedback from the teams who are actively executing solutions. As a product leader, it's my job to organize, prioritize, and strategize on the solutions available to me, not be the expert in those solutions. Is having some knowledge of the solution space helpful, absolutely, but that's not my primary focus, so by showing trust in my teams in this way I'm actively creating an environment to express vulnerability.

La confianza y la transparencia también se pueden fomentar mediante la celebración de logros y el reconocimiento de esfuerzos. Introduce un segmento en las reuniones para "elogios y reconocimientos", donde los miembros del equipo pueden destacar el trabajo de sus compa?eros. Además, considera la implementación de una plataforma como Bonusly, que permite a los miembros del equipo otorgar puntos y reconocer públicamente los logros de otros. Esta práctica no solo fortalece la moral del equipo, sino que también subraya la importancia de la contribución individual en el éxito colectivo.

Some ways I followed... Lead by Example: Share information openly, admit mistakes, and be honest about challenges. Open Communication: Encourage team members to speak up and share their thoughts without fear. Regular Updates: Provide consistent updates on projects and company changes to keep everyone informed. Encourage Questions: Foster a culture where asking questions is welcomed. Transparent Decision-Making: Explain decisions and involve team members when possible. Feedback Culture: Promote constructive feedback. Consistent Follow-Through: Ensure promises made during meetings are kept.

Asking yourself the question -‘what do we want the participants to get out of this meeting?’ helps to make it interesting for them. It also need not be a stiff or uninteresting meeting. We could always include interesting topics or interactive activities to make it fun.