You’re working remotely with colleagues. What are some ways to build trust?

I would be very intentional about schedule 1:1 time with my colleagues to get to know one another. And then I would listen to them and take action later on on things that are important to them.... if they share that something is important to them and I see an article on that thing, I would share it with them. I would ask them for their advice on things I was working on. I would share stuff that I think would be helpful to them. AND I would be genuine in doing all of this because I would be invested in the relationship. People can detect fake. One of the books I read last year that had an impact on me is called "Leading Leaders" and the biggest takeaway for me that I got from that book is that to really influence someone, it has to be 1:1!

Clear communication is essential, especially if you work asynchronously. Leaving room for doubt can cause damage to working relationships. Be clear in knowledge that you share, questions that you ask and on agreements you make with colleagues. Being clear and sticking to your word will go along way.

Para promover la confianza en un equipo remoto, como líder la comunicación es un pilar clave. Promueve el uso de la videollamada para no perder espacios de comunicación efectiva y asertiva, que nos permita no tan sólo escucharnos, si no también, vernos las caras por ejemplo prender la cámara. Preocúpate de que siempre fuiste claro al comunicarte, pregúntale al equipo si tienen alguna duda y abre espacio a dudas y comentarios.

Does your team have a “group communication” that serves to unit your team and sets clear expectations? A group communication focuses the attention to the group communication it serves your team uniquely. This sets the tone that “us/we” is the basic operating unit.

Modeling behaviors that aligns with your personal values allow people to experience your authenticity in building trust. Trust is beyond saying and doing, it including doing authentically. People will know if it is inauthentic as your behavior will be inconsistent when you work closely in a group.

La inteligencia emocional es una habilidad que todos los líderes deberían desarrollar y es la capacidad de comprender y gestionar las emociones, lo que permite promover entornos sanos, positivos y enfrentar situaciones complejas de forma eficaz. Esto significa: 1. Autoconocerse y autorregularse: Comprender tus emociones, además de conocer tus fortalezas y debilidades, lo que permite autoregular tus estados de ánimo, reacciones y tomar decisiones oportunas. 2. Efectividad interpersonal: Ser capaz de "leer" a los demás, promoviendo ambientes laborales positivos, de confianza y comunicación constante. 3. Toma de decisiones: Tomar decisiones acertadas, considerando los aspectos relacionales, emocionales y laborales.

Consider compassion vs empathy to see which is appropriate - use compassion when you don’t have personal experiences that are close or substitutes. Use empathy when you have personal experiences that are close/substitutes. Choosing which word to use appropriately signals authenticity that you heard your colleague hear their struggles without judgement. Support is other focused- what would be supportive for the person you are supportive, it may diff from yourself.

It's easy for interactions in remote work to be transactional. Perhaps more important than sharing your own interests is to take an interest in those of others. Sometimes sharing your own interests is a good way to open up that discussion but the most important thing is to take time to engage with people as human beings rather than as knowledge banks to withdraw from or robots to complete tasks for you. Shared interests open up an ongoing reason to keep communicating with colleagues as people and to get in touch even when there isn't clear work to be done. This strengthens relationships and makes ongoing collaboration easier in the longer term.

Always behave true to your core values and approach others with genuine curiosity. You want to again consider the unique dynamics in a group. It is often not one way that is the best. The best way is an interaction that is authentic AND within the Goldilocks zone of average group energy. Ie if you have an introvert and extrovert interacting, the energy level that is optimal for this group will defer from 2 extroverts interacting.

There are a few key areas where we can be better in this area: 1) ensure that we are having frequent quick interactions to build communication and trust. 2) remember that not all work can be done at the same time or that meetings cannot always occur when everyone is working that is why asynchronous work is so important. By leaving good notes and being open and transparent about the work that we have done or have not done can help the next person do their job more effectively and create higher amount of trust.

Adicionalmente agregaría, que para promover la confianza y un equipo de alto desempe?o que trabaja de forma remota, gestionar la formación y el desarrollo. Al igual que en entornos presenciales, la adquisición de nuevas habilidades es un elemento que permitirá el crecimiento de los equipos, y no sólo beneficiará el aprendizaje de nuevas tecnologías, sino también el fortalecimiento de habilidades de colaboración virtual y la mejora de sus capacidades generales.