You’re leading a large team. What are the best activities to build trust and collaboration?

Similarity is a strong predictor of liking and trust, but the similarity doesn’t have to be substantive or work related to have this effect. Use your chit-chat intentionally to look for points of shared interest (a series you’re binge watching, toddler potty training drama, your love of pickleball). As long as the connection is authentic, it will spark connection.

- Share past successes (or failures) in recent and present sales opportunities. - Provide constructive feedback. - Encourage independent strategy building. - Pair up experienced and newer members for cross-learning and knowledge transfer. - Work together to set shared goals and track progress. - Pair up team members with complementary skills to visit clients. -Recognize and reward collaborative wins. - Lead by example.

I have always found that connecting with people as quickly as is possible increases your ability to build trust. You have to be authentic and that means sharing wins and loses you have experienced. Using humor helps to create the right environment. I use the term "knock the wierd off the situation" to describe the need to have real connections with the team that make it easy to share the good and bad in situations. And that builds trust. If you have the right level of trust, collaboration can really be a positive multiplier to results.

One thing is directional goals.. the clearer and smarter the goals are lesser chances of any ambiguity. That being said to be able to pivot based on the need of the hour is crucial l..

Being human & sharing personal stories are best ways to earn trust & build rapport with the team. Alongside being a patient listener to others stories also helps build trust. Collaboration I believe is a by product once you have earned the trust. And sharing personal dilemmas, crunch situations helps team members relate to you & see you as an efficient problem solver as well

Primeiro de tudo, deixar claro os objetivos definidos pela lideran?a para a equipe e estabelecimento de fun??es e metas individuais. Dessa forma fica definida responsabilidades. Também deve existir comunica??o transparente, que gera credibilidade e lealdade.

There is nothing more frustrating than being part of a team where you don't know your role or it is not valued. It is important to take some time to define or identify the official and unofficial roles within a team.

Aprendi uma coisa durante a jornada da minha carreira, por mais que algo pare?a estar muito claro e n?o exista dúvidas, precisamos entender que “o óbvio precisa ser dito todos os dias”, jamais devemos subestimar o poder da comunica??o, equipes que interagem melhor ou de forma mais eficiente, tendem a ter melhores resultados de curto, médio e longo prazo.

If the team understands the vision and can see that they can achieve it through the achievable goals, they will build trust and confidence.

Including the team in the goal-setting and role-assignment part of your project prep can be an important part of its success. Incorporating their perspectives and acknowledging their skills helps create the buy-in team members need to work well towards the project's successful completion.

The word "feedback" has negative connotations for most of us, so a leader can aim to neutralize it by doing two things - including positive feedback and incorporating feedback as a consistent part of the team culture. Make it a point to incorporate all types of feedback into 1:1's and team meetings. If you have trust built, at team meetings you can ask - "what did we do well as a team?" and "what can we do better?" Also, the leader goes first. If a leader asks for feedback (and actually wants it and receives it without defensiveness), that will set the tone for a feedback-oriented culture. Finally, make the feedback as specific as possible by including the impact on them, the team, and/or the organization.

Self-awareness is a human endowment but sometimes we cannot de-attach ourselves from our reality. Feedback should be honest and respectful. Choosing the right time and place will add to the feedback quality. Listening and receiving feedback while you’re de-attached from yourself is a gift and can maximize your self-awareness.

Giving and receiving feedback is not just about pointing out flaws or praising accomplishments; it's about creating a safe space where honest communication can flourish. When we give feedback, we should aim to be specific, constructive, and kind. It's important to focus on behaviors rather than personal characteristics, highlighting what someone did well or providing suggestions for improvement. On the other hand, receiving feedback requires an open mind and a willingness to grow. We need to listen actively without becoming defensive, asking questions when necessary to clarify points made. By actively engaging in this feedback loop, we create an environment of trust where everyone feels valued and supported.

When engaging in the exchange of feedback, it is crucial to adopt a non-judgmental stance. Feedback should be delivered constructively, offering opportunities for growth and improvement. It should never be isolating or demoralizing, but rather foster a conducive environment for personal and professional development.

Receiving and giving feedback not just during appraisals, helps connect with team on a personal level. Which ultimately helps in professional environment as well. It helps individuals and teams course correct. It helps juniors and seniors to connect on horizontal level as well and not just top down implementation

Building trust through celebrating success and failures can be achieved through the following activities: 1. Recognition and appreciation programs to acknowledge individual and team accomplishments. 2. Conducting team-building activities that encourage open communication and collaboration. 3. Regular "lessons learned" sessions where team members share experiences and insights gained from successes and failures. 4. Creating platforms for sharing success stories to boost team morale and pride. 5. Organizing "failure celebrations" to destigmatize failure and promote a growth mindset. 6. Conducting team reflection sessions to encourage continuous improvement and collective growth.

Esse é um grande desafio para líderes em todo o mundo, temos uma tendência natural de colocar foco naquilo que n?o está dando certo, dentre as a??es comuns nesta situa??o, temos: Elabora??o de plano de a??o, reuni?o de alinhamento, feedback para os colaboradores, troca de pe?as ou demiss?es, etc…Mas quando algo está caminhando bem, simplesmente agimos normalmente, ao invés disso, entendo que seja necessário: Vibrar com cada conquista, celebrar pequenas vitórias, promover os feitos de um profissional ou de uma equipe, premiar e evidenciar os agentes transformadores. Essa sim é uma forma de colocar aquilo que uma empresa tem de mais precioso depois de seus clientes, aqueles que fazem parte da sua equipe, ou simplesmente, o seu funcionário.

In order to build trust and collaboration we must consider a few very important things: 1. Must appreciate the team level and the individual for small targets met on time. 2. I feel we need to set clear expectations with respect to work to team members,this helps in the long run. 3.Giving feedback is very helpful to their growth but should focus on feed forward too with clarity how it will in their carrier growth. 4. Appreciations, reward, recognition definitely helps to boost up the energy level at work and make employees feel a happy and supportive work environment ??

While we often celebrate success within a team, embracing failure can be equally valuable. It's about recognizing the effort and learning that stem from taking risks and exploring new avenues. This approach not only aligns with principles of behaviorism and motivational theory but also fosters a mindset where setbacks are viewed as opportunities for development rather than obstacles to success. It creates a culture where innovation and experimentation are encouraged, even if they don't always lead to success on the first try. By celebrating failure, you're fostering resilience, creativity, and a growth mindset within your team. It's not so much about the failure itself, but rather the lessons learned and the growth that comes from it.

Make sure to recognize both individual and group contributions and celebrate shared successes, no matter how small. Getting appreciated for the hard work we do paves out the path for a motivated work ethic and a thriving environment. A team's win should be acknowledged properly and celebrated together. Having a monthly award system is a fun way to hype up your team!

Managing a project requires you to stay engaged. You can’t mail it in. The only way things get done is to actively oversee the tasks, and remind your team that they have a responsibility to come to you to keep you aware of any issues. This way, everyone is accountable.

Sair do escritório de vez em quando e dar a oportunidade de outra pessoa te conhecer e se aprofundar sobre sua vida fora do ambiente de trabalho é uma grande estratégia de estreitar la?os, as conversas mais interessantes que tive durante minha trajetória, aconteceram tomando café e me formou um profissional muito melhor.

Another way to build teams is to have activities where the team must come together, participate, collaborate, and cooperate with each to reach the desired outcome.

Structured team-building initiatives can offer deeper impacts on trust, collaboration, and overall team performance. Activities like trekking, hiking, and outbound training push team members out of their comfort zones, fostering problem-solving, communication, and reliance on one another. Moreover, engaging in community service or charity work can create a shared sense of purpose and unity. These experiences often require teamwork, coordination, and empathy, which can translate into improved collaboration within the workplace. By investing in comprehensive team-building programs, organizations can cultivate a high-performing culture where individuals are not only colleagues but also supportive partners.

En tant que responsable d'une grande équipe, je recommanderais des activités comme des défis de construction avec des Lego pour encourager la collaboration créative et l'échange d'idées. Une chasse au trésor dans les bureaux ou une activité de résolution de problèmes en équipe favoriserait également la confiance et le travail d'équipe. La participation à des jeux de r?le ou à des ateliers de communication permettrait quant à elle de développer la confiance et la collaboration en encourageant une communication ouverte et honnête. Enfin, des séances de brainstorming collectives seraient aussi idéales pour stimuler la créativité et renforcer les liens au sein de l'équipe.

Remember, a person will trust their team leader when they are there for them in their time of need. This means being attentive towards them. Do they seem a little sad or are missing things they normally wouldn't? Use this moment to reach out to them and ask if they're ok. Supporting their emotional needs will help them trust you more.

Showing up for each individual is one of the most effective ways to build.trust and reliability in any team. Have consistent and honest communication of expectations, challenges and celebrate each person's contribution. Creating sharing spaces for honest feedback as well as spaces to build the feeling of collective goes long way.

If there are trust issues arising in the team, address tensions quickly, with transparency, listening and empathy on all sides. Don't let problems fester. That's one thing that needs to be payed attention to and solved as soon as there is. Helps avoid misunderstanding.

In my experience over the years, this can also earn you true from your team by connecting emotionally and support for your team mentally filling up distance gaps by engaging in care, love and compassion, Communication should be done in concern manner.

Encourage a culture of open and transparent communication within the team. Foster an environment where team members feel comfortable expressing their ideas, concerns, or feedback without fear of judgment or retribution.

It’s always a good idea to conduct a post-mortem a few days after the project to get a sense of what did and didn’t go as planned. A meeting immediately after a project concludes may have too much emotion attached to it. Better to wait a couple of days for the euphoria—or frustration—to simmer down.

To ensure the team's success, it is vital to eliminate any status differences that might impede progress. Demonstrate inclusive behavior and establish clear guidelines for acceptable and rewarded conduct. Some stereotypes are associated with varying levels of competence and these stereotypes can impact different demographic groups. Stereotypes can create in-groups/out-groups within a team, leading to the formation of sub-groups that fail to share information across different factions. This can inhibit inclusivity, diversity of perspectives, and innovation. Prevent the formation of sub-groups and encourage the sharing of information. Cultivating genuine relationships is essential to foster an inclusive and collaborative team dynamic.

I have found that being present and authentic go a long way in building trust, no matter what setting you’re in. Being present allows you to get to know people on a deeper level, and being authentic allows them to get to know you on a deeper level. Understanding and leveraging our collective strengths and weaknesses will lead to personal growth as well as a stronger and more united team.

Face to face communication, active listening, clarity in terms of direction, walking the talk and getting to know all players in the team.

When leading a large team, organization is key to ensuring goals are met. Keeping individuals on track with an agenda is critical. Allowing for time and attention to key contributors is important so that all voices are heard and contributions are global in outlook avoiding job specific answers. This is where the team lead listens to contributions while providing feedback to scale up while educating the person to understand the bigger picture and how it fits in. Large group meeting can be extremely beneficial while time saving when the team lead can function as a moderator as well.