Building bridges: A guide to gaining team support

One of the positives about mentorship is not only the opportunity to give helpful information and guidance on someone’s professional journey but also the opportunity to gain useful insights into the specific challenges of today’s working environment. These insights are especially useful when you are mentoring someone who is in a different generational grouping than you.

Recently I was having a conversation with one of my mentees about his move to working in a new department and with a new team and the problems he was having being not only the new kid on the block but also being a new team leader within a team which had already gelled together.? In his own words, “I felt a little like I was walking into a me versus them scenario”.? You have been there, right?? In fact, regardless of the role we have had in our professional lives, I would hazard a guess that we all have.

In today’s world however, we might not always have the time to work through the normal teething problems that come with joining new teams and getting people to follow you as a team leader so that’s why I thought it would be useful to readers to offer some recommendations to help transition into a new team as the team leader in this week’s in Corner Office blog post about building bridges.

Generally, the transition into a new team can be daunting.? New team members may face resistance, skepticism and, especially if the new person is the new team leader, outright opposition.? ?However, the first thing that a new team member has to get clear is that nothing happens overnight.? Gaining the cooperation of a new team requires patience, empathy and a willingness to build bridges and foster an environment of mutual trust and respect. ??Intrinsically, we all know what must be done.? Here are a few building blocks to help you along.

One of the first building blocks is effective communication.? In fact, hasn’t it always been demonstrated that communication is the key to almost all processional success? ??So if you want a pro tip, work on your communication style and the ways you actively listen to others in the work place.? That one skill will take you many places.? But to get back to the topic at hand, one of the first steps to opening the doors to effective communication is to start by actively soliciting feedback from your new team members. Moreover, you can encourage open and honest dialogue, making it clear that you value their input. When you collaboratively incorporate their feedback into the way you work with them, launch your projects and build new initiatives, you demonstrate your commitment to their needs and perspectives.

In this journey of effective collaboration, you also have an opportunity to leverage your emotional intelligence to navigate the changes you will have to undergo, and the changes your new team members too will have to embrace, but this time with empathy and understanding. ?I mentioned before that getting to the point where your new team members trust and accept you takes time so you need to take the time to get to know your team on a personal level.? Understand their motivations, concerns and communication styles because this approach will allow you to tailor your own approaches and foster a culture of mutual respect.? You won’t get far if your approach is based on browbeating and authoritarian dogmas.? You will however be a winner in the game if you are able to build the bridges necessary to unite your team and drive collective success.

The second building block is accountability.? Accountability basically means to taking responsibility for your decisions and following through on your commitments. ??The easiest way to build credibility is always through consistency so, in everything you do, make sure that that your words and deeds are aligned.? The leadership role is not one to be taken lightly.? Remember, your team will be watching and taking cues from you. Every interaction, decision, and response is an opportunity to reinforce the desired culture.? Therefore, as leaders, we must embody the principles of accountability and responsibility by owning our decisions and by demonstrating unwavering responsibility for our actions.? When leaders walk the talk, we set the tone and inspire others to follow suit. ?This, in turn, empowers our teams to take ownership, collaborate effectively, and drive sustainable achievements. Furthermore, when our values are reflected in our daily conduct, we inspire confidence and foster an organizational culture rooted in accountability.

The third building block I would like to mention is to strengthen your capability to demonstrate a strategic and authoritative approach in the workplace to gain the full support and trust of your team. This begins with consistently and proactively communicating the vital importance of the team's work in a professional manner that leaves no doubt about your steadfast dedication to their success. Clearly articulate the overarching vision and objectives that the team is working towards, and ensure each individual understands how their contributions directly impact the broader organizational goals. ??It helps to strive to provide insightful context on the competitive landscape, market and industry trends to underscore why their efforts are critical to the organizational mission, values and goals. ??Additionally, take the time to frequently update the team on key decisions, and expected challenges. ?When setbacks occur, own them with accountability while rallying the team.? ?

Last but not least, it is imperative that you remain present, engaged, and attentive to your team members' needs, concerns, and ideas. Advocate tirelessly on their behalf, ensuring they have access to the resources and support required to thrive in their roles. ??You are their champion.? They will grow to depend on you so remain vigilant in fostering an environment where their voices are heard, and their contributions are valued. ??You will also need to advocate relentlessly to secure the tools, training, and resources they need to excel. Encourage open dialogue, actively listen to their concerns, and swiftly address any roadblocks hindering their success. Your role is not merely to manage, but to empower and elevate your team members. Leverage your expertise to identify growth opportunities and provide guidance that propels their professional development. Celebrate their achievements and recognize their efforts, fostering a culture of motivation and engagement. ?Remain steadfast in your commitment to their well-being and advancement, solidifying your position as an invaluable strategic partner.

When you become the team leader in a new team, your watch word should be patience.? There are no overnight solutions and rushing this process will only undermine your efforts.? But if you stay present, committed and resilient in your leadership principles, you will win your team over in time.? Remember the words of John Quincy Adams (former US president) who famously said, “Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish into air.” ??With a steady, empathetic hand, you can gradually earn your team's confidence and collaboration. This lays the foundation for you to maximize the team's strategic value in the long run. Stay the course, and your patience will be rewarded with a cohesive, high-performing team who is fully behind you and will support the organization to deliver on is strategic objectives.