Your team is facing uncertainty. How can you strengthen trust and credibility to boost their resilience?

La empatía de un equipo se construye en el día a día, con gestos y acciones, por lo que además de inculcar la humildad y respeto, podemos llevar a cabo, algunas actividades como: Una reunión informal de 15 minutos para compartir un alimento al menos una vez a la semana. Una actividad fuera del horario e instalaciones, para fomentar que entre los participantes se conozcan como individuos fuera del rol de su responsabilidad. Una vez a la semana un reconocimiento a los esfuerzos y resultados extraordinarios, nominado por ellos mismos.

I agree, seeking to understand in an empathetic manner is key foundation for trust in any uncertain situation. Asking questions rather than volunteering answers is impossible, silent pause should not be disturbed either.

Often concerns about uncertainty stem from a person's deep-rooted lack of self confidence. For example if someone doubts the the value they bring to the team or their ability to effectively use new tools such as AI, potential changes such as a reorganization create great anxiety. If on the other hand, a person was confident about their abilities and their role on this or other teams, they would be confident that a new structure will provide opportunity. Therefore the manager should build the confidence of each of his / her people. This can be done through 1-1's to understand and listen to concerns, provide development opportunities and align jobs with each employees' motivated skills.

Strengthen trust by maintaining transparency, consistently communicating goals and challenges, and showing empathy. Build credibility by demonstrating reliability, delivering on promises, and encouraging open feedback. Together, these boost team resilience.

Communication with team and stakeholders is very essential to maintain transparency and also to set clear expectations from the team. Being vocal about the challenges and uncertainties keeps your mind in peace and it will help you in coming out with possible solutions.

Hay un dicho que me acompa?a desde hace tiempo: Lo que no se mide no se gestiona y lo que no se dice se interpreta. Pero la interpretacion siempre es subjetiva y sujera a rumores. Para establecer una relacion de confianza es necesario no dejar espacio a malas interpretaciones, ser claros, concisos y tambien cuidadosos al comunicar. Empatizar con nuestros interlocutores y cuidar no solo lo que decimos sino sobretodo, como lo decimos.

It’s not just about giving updates and asking for reports; it’s about how you do it. Instead of sending another vague email, try a quick team huddle. Speak openly about what you know, what you don’t, and what the next steps are.

Set expectations, encourage open dialogue and test understand with questions which the answers are already known. Empower the team to communicate their understanding then redirect or clear up any misunderstandings

The following are key ways in which trust and credibility can be established and maintained: ? Model the behaviours you wish to see others. Putting this in another way, don’t ask others to do things that you would not or do not do yourself. ? Remain proactive. Before chasing team members for the completion of overdue tasks, make sure that you, the leader, have completed any overdue tasks that they have requested of you. ? Express interest. Pay attention to the work the team members are doing, seek to understand, and demonstrate an appreciation for, the value they add and review, in a timely fashion, documentation that has been sent to you for review. ? Compromise. Be aware of where it is important to accommodate the needs of others.

Leading is, in my opinion, is the most important thing you can do in times of uncertainty. Be clear in what you are doing and show the team that you mean business and you know what you are doing. And you can lead this team out of this so called uncertainty. How you do it depends on the situation at hands and your own expertise. But lead the team and show them that they have the leader they need in you

Delegar atividades a outras pessoas é uma fun??o do líder, porém, deve ser vista como uma opotunidade de ensino e mentoria. Seja o primeiro a fazer as coisas como você gostaria que fossem feitas. Se prometer, cumpra. Se pedir algo, fa?a com simpatia e educa??o. Se algo der certo, comemore com todos. Se algo der erra, assuma os risco e tente resolver em equipe. Seja o primeiro a fazer a diferen?a dentro do seu time.

Hay un porcentaje muy elevado de trabajadores que abandonan sus organizaciones por una sola cuestion, la falta de coherencia de sus superiores. Decir una cosa y hacer otra, genera cuanto menos disonancias en la interpretacion de los hechos por parte de nuestros colaboradores. Si no podemos predicar con el ejemplo en algun aspectos, al menos no seamos cinicos de decir lo que no es. Si actuamos asi, con cinismo e incoherencia, la confianza y la resiliencia son objetivos imposibles.

Leading by example at every level is important. There is evidence to suggest that people are most influenced by the action of their line manager. So it's not just about some people, even if very senior, setting an example. The examples must cascade down.

L'incertitude est un élément qui se gère plut?t bien avec les concepts d'agilité. En découpant des taches sur des périodes plus courtes, on peut réagir plus vite et donc mieux orienter son action. Faire participer les parties prenantes est également précieux : utiliser la méthode des scenariis pour chaque hypothèse envisageable, de la situation la moins favorable à la meilleure permet de travailler en anticipation et à chacun de se projeter.

This is one of the attributes that makes a real difference between a servant leader and a demanding manager. Sometimes, giving up a bit of control is the best move. Instead of micromanaging, let the team decide how to tackle a tricky problem. It’s amazing how much confidence this can build.

Making space for co-creation gives employees a sense of authorship and control, which are often lacking in times of uncertainty. Dialogue and collective problem-solving foster sensemaking and inclusion, which help to build understanding, trust, and resilience.

An Empowered team is able to make decisions and can intrinsically enhance their resilience. I have always tried to empower each of my team member (from the day on-boarding ends) to learn to take decisions and responsibility at the same time. This gives sense of autonomy but also a sense of ownership and it is appealing in its own way.

A autonomia é construída a partir do protagonismo de cada colaborador alinhada as suas responsabilidades e propósitos, para que os resultados sejam significativos.

A great leader balance expectations, sense of purpose, team capability and healthy work life balance. They recognise individual and team effort, their hard work and progress.

Humans love dopamine- praise and recognition are huge boosts. But don’t forget -motivation is unique - speeches and cake could delight one and send another to hide in the toilets. Ask questions, what excites them, what issue would they love to improve? Then let them - clear parameters then step away. What could you spend the time on if not doing their job ! Army of relentless improvement experts anyone. Love it!

El modelo de reconocimiento de las personas tiene 4 vias principales: promocion, retribucion (con o sin promocion), formacion y una ultima, frecuentemente olvidada y absolutamente gratis: la Visibilidad. Hacer visibles los esfuerzos y resultados positivos de nuestros equipos crea precisamente eso, equipo, cohesion y unidad. Es una manera sencilla y gratuita que todos los gestores de personas tenemos a mano. Para usarla, solo necesitamos despojarnos de nuestros miedos y nuestro ego.

This is not "everyone gets a trophy" but as simple as a thank you, I see what you're doing. As noted here, this is especially critical when things are changing and maybe not all potential risks have been identified. When teammates feel like they are contributing in a positive way, it has an overall effective impact on the change.

Aplique o Mindset do Crescimento valorizando os esfor?os e reconhecendo as habidades individuais de cada colaborador, criando um sentimento de pertencimento.

Collaboration is the key to any successful project. It will create an environment where people feel motivated and equipped to work together effectively promoting a culture of trust.

Promote a culture of collaboration and support among team members. Encourage open dialogue and the sharing of ideas and resources. Building a sense of community and teamwork helps everyone feel more resilient and connected in facing challenges together.

Collaborative teamwork should demonstrated by the leaders. Especially during times of uncertainty, the leaders should be building resiliency through collaboration. While there are several forms of resiliency, I have found that interpersonal resilience and purposeful resilience are particularly effective during change management. Through interpersonal resilience, leaders should inspire their team through dynamic communication and work to resolve conflicts as they arise - not addressing the conflict only festers negative energy. Purposeful resilience keeps your team collaboratively focused on the bigger goals and motivates them during less favorable circumstances.

Don’t just tell the team to work together, create opportunities for it. Try mixing up the usual pairings or setting up a brainstorming session where everyone’s voice is heard. Collaboration builds resilience through shared ownership.

During uncertain times, nothing keeps the team resilient more than the feeling that everyone is in it together and its the team’s effort that will pull everyone toward a better future. Hence, collaboration is a key factor to keep the team and its efforts cemented together. When the while hierarchy and all related functions in an organisation work toward a common goal with an aligned understanding of goals, resources and action plan, the team members develops a collective resilience and whole team gets positive vibes with every step.