Your team is facing organizational upheaval. How can you build trust and transparency among them?

When my team faces organizational upheaval, I prioritize building trust and transparency by maintaining open communication. I regularly share updates and involve team members in decision-making processes. By actively listening to their concerns and providing clear, honest feedback, I ensure everyone feels valued and informed. This approach helps to foster a sense of unity and collective resilience.

Para construir confian?a e transparência em tempos de turbulência organizacional, comece com uma comunica??o aberta e honesta. Mantenha a equipe informada sobre as mudan?as, reconhecendo as incertezas, mas também compartilhando a vis?o e os passos para superá-las. Ou?a as preocupa??es de cada membro e responda com empatia, mostrando que suas opini?es s?o valorizadas. Aja com integridade, cumprindo suas promessas e sendo consistente em suas a??es. Promova um ambiente seguro para que a equipe expresse suas ideias e sentimentos, refor?ando a coes?o e o suporte mútuo.

Communicate openly and frequently with your team when things are in a flux in an organization. Share what you honestly and clearly know, but be honest about what you don't know. Keep on listening to their concerns and engage them in decision-making in order to make them feel worthy. Set an example with integrity and openness. Provide the required support and resources. Help your team with a positive and collaborative environment to enable them to steer better through the changes.

Effective communication is vital during organizational upheaval to build trust and transparency. Establish open channels by ensuring leadership is accessible through multiple platforms and promoting a culture where feedback is encouraged. Provide consistent, clear updates, avoid jargon, and ensure all leaders deliver unified messages. Actively listen to team concerns, acknowledging their feelings and responding thoughtfully. Offer immediate updates and frequent briefings during crises, showing empathy and reassurance. Regularly review and adjust communication strategies, providing ongoing training for leaders. Promote open communication as a core organizational value and modelling desired behaviours.

I’m in agreement w/ my fellow posters about the importance of communication & building trust. With that said, on the flip side of setting expectations is also realizing that sometimes the expectations of your team/those impacted by the change will never align. Early in my career I was always trying to find solutions that would please everyone involved in the change initiative. I used to spend endless nights trying make it win/win. As I’ve progressed I’ve realized that even when I take a human centered approach to change there is always going 2B a person or a group of folks who don’t feel they were supported enough, consulted enough or are insulted because their suggestions weren’t the ones chosen as the final pathway forward & thats okay.

Set expectations, answer questions, identify the 'why's' behind the journey ahead. If dates slip or something hiccups -- be honest, own it, drive towards the future pathway. The biggest mistake you can make is not being honest with a team, talking them through the expectations, and setting clear deliverables towards their success. Likewise, if something impacts the timeline, be open to the discussion and understanding the why/how and if you can assist in streamlining, minimizing, and supporting whatever is needed to show them you are not just verbally administering expectations.

Use 'Expectation Exchanges' to align everyone’s understanding of their roles and responsibilities during the upheaval. This includes discussing how roles might evolve and setting realistic performance metrics. By clarifying these expectations together, you prevent misunderstandings and set a clear course through turbulent times.

It’s important to acknowledge the uncertainty that comes with organizational upheaval. Pretending that everything is fine when it’s not can undermine trust. My take:- Be upfront about the challenges and unknowns. Let your team know that while you might not have all the answers, you are committed to navigating the changes together.

Setting expectations is more than just outlining tasks; it is about creating a clear, consistent, and achievable framework for success. When done effectively, it enhances productivity, fosters accountability, and strengthens team morale. By involving employees in the process, maintaining open communication, and being willing to adapt as needed, leaders can create an environment where expectations drive positive outcomes and empower individuals to reach their full potential.

Navigating organisational change can be a tough journey, but it's also an opportunity to strengthen trust and transparency within a team. My approach is to keep communication simple, open, and consistent. Regular updates are essential, even when we don’t have all the answers. It's about being upfront about the challenges we face and actively inviting everyone to contribute their thoughts and ideas. I believe in involving the team at every stage, even after decisions have been made. This means continuing to seek feedback, discussing the impacts of the changes, and working together to make necessary adjustments. Creating a space where everyone feels safe to voice their concerns and suggestions is extremely important.

Leadership by example is the cornerstone of effective leadership. It builds trust, fosters accountability, shapes organizational culture, and inspires teams to achieve their full potential. Leaders who consistently model the values and behaviors they expect from their team not only create a positive and productive work environment but also drive long-term success. By embracing humility, consistency, empathy, and resilience, leaders can set a powerful example that inspires loyalty, engagement, and excellence.

Ask for feedback and avoid being defensive. The first step to building a great culture is modelling what you expect in others

As a leader, set the tone for trust and transparency by embodying these values in your actions. Demonstrate adaptability and be visible in navigating change, sharing both your challenges and successes. This humanizes you and fosters solidarity, showing your team that you are alongside them in overcoming the upheaval. To strengthen this approach, ensure consistent and open communication, actively listen to your team's concerns, and involve them in decision-making when possible. Show empathy and provide support, while maintaining alignment between your words and actions. By leading with authenticity and resilience, you can build trust, reinforce transparency, and guide your team through change effectively.

Adopt an 'Open-Book Leadership' style. Be the first to share your own challenges and how you’re addressing them. This not only shows vulnerability but also demonstrates your commitment to navigating the upheaval alongside your team. Let them see your resilience and dedication to transparency.

Three words: Open Door Policy. If there is a large organizational change ensuing, have lunch and learns. If you have remote teams, designate beverage breaks on calendars and leave it as an open forum for individuals to be able to jump in and ask questions a few times a week -- I've experienced some very creative thinking in an open phone line that has driven conversations of creativity and next steps to complete a project, organizational transition or a customer implementation. Provide various options of support. The leader who thinks that hearing nothing is a good thing is the one that doesn't have the support and/or trust of his/her teams.

Offering training and development opportunities can help your team feel more secure and valued during times of change. It shows that the organization is invested in their growth and future. My take:- Identify skill gaps that might emerge due to organizational changes and provide relevant training. Encourage continuous learning and professional development.

Develop a 'Support Hub' where team members can access resources to help manage stress and adapt to change. This could include workshops, counseling sessions, or even peer mentoring programs. By proactively offering support, you underscore your commitment to their well-being, strengthening trust.

If you are not supporting during a change, you then are not for the change. Checking out as a leader is a setup for failure for the organization and the quickest way to bring down and let down a team.

Em meio às mudan?as organizacionais, seja o líder que esteja lado a lado com a equipe: - tenha empatia; - ofere?a suporte; - seja um apoio; - crie um ambiente de escuta; - ofere?a treinamentos; - seja transparente; Para que a equipe se sinta segura é necessário criar vínculos de confian?a.

Here a few ideas for empowering decision making by a team: - If you are the leader, don’t start by voicing your own answer. Ask everyone else first, or you risk newer team members simply agreeing with you rather than actually voicing their opinion, compromising diversity of thought. - If it’s a significant decision…don’t be wrong alone. Discuss first and even if you do not all agree, air opinions before making a decision. - Encourage your direct reports to ask you to “think different” if they are not sure you are correct. - Memorialize decisions in writing and really try to avoid repetition them or changing them when little time has passed and the facts have not changed. That creates a culture of indecision and poor accountability.

Agree and disagree with clarification on this. When a change is broadly known and shared then receiving feedback and input to the change is valued and needed. Some times change, even though we want transparency, has to be held close to the cuff. Once it is shared, others can’t contribute to the change, but can on how we move forward for the organization. They need to be the ones leading the new ideas and thoughts for quick implementation and to know their value and worth.

Implement a 'Mini-CEO' initiative, where team members are given the authority to make decisions on certain aspects of their work. This empowers them and shows trust in their capabilities, which is crucial when navigating changes. It also fosters a sense of ownership and control over their work environment.

To further enhance trust and engagement, provide recognition and celebrate small wins along the way. Acknowledge the team's efforts and progress, which reinforces their contributions and keeps morale high. Stay accessible and approachable, encouraging continuous feedback and dialogue. This ongoing connection strengthens the team's commitment and helps navigate the challenges together.

Para que uma equipe se coloque no papel de dono, é necessário fornecer autonomia, também, em momentos de decis?es. Além de estabelecer vínculos de confian?a, gera o desenvolvimento e a capacita??o de cada um, além de promover um ambiente de empoderamento e engajamento.

Always celebrate the milestones -- and not just large milestones. If a team has managed to take steps towards achieving the ultimate goal, recognize it. Recognize it in team meetings, send out company achievements, acknowledge it in "All hands" meetings or quarterly reviews and if there is some sort of company recognition program, use it. Gaining momentum towards a goal is by individual steps in the journey. Celebrate them.

N?o existe metas sem reconhecimento. Para que uma equipe se engaje e alcance metas da organiza??o, primeiramente crie metas tangíveis e jamais deixe de reconhecê-lós de forma individual ou coletiva, isso os motiva para que continuem avan?ando.