Es ist schwierig, ein Team durch komplexe Veränderungen zu führen. Wie gewinnen Sie sich auf dem Weg dorthin ihr Vertrauen?

The best managers I have worked with did not just build rapport, they built relationship! To build rapport only, suggests a transactional relationship based on getting what you want. To build relationship is to really know your team… what they bring to the table as well as where they may need help from you to step up!

As part of building rapport, I've found sharing information about yourself equally important. Team members want to know who you are and what you stand for—your strengths, weaknesses, and motivations. It's a two-way conversation. Lead with vulnerability and share your weaknesses; they will likely feel comfortable sharing theirs. Equally, the leader needs to create a psychologically safe environment for them to share, with no judgment and no ridicule. They need to listen with genuine curiosity and ask questions to understand genuinely. Building rapport takes time. I encourage leaders to be vulnerable and be human leaders.

If you want people to go on the change journey willingly and energized, it starts with being clear on the why, being transparent about what will change and what will not and what might be difficult on the journey. When you're transparent about how hard/easy it will be and are willing to stand in others' shoes, you will be more likely to be trusted to lead them on the change journey.

Communicate clearly: Share the vision and reasons behind the changes openly and transparently. Listen actively: Address concerns and feedback by actively listening to team members and acknowledging their perspectives. Provide support: Offer resources and guidance to help your team navigate the changes smoothly. Be consistent: Demonstrate reliability and follow through on commitments to build credibility and trust. Lead by example: Show commitment and adaptability by embracing the changes yourself and maintaining a positive attitude. These actions help earn trust and foster a supportive environment during complex transitions.

Earning your team's trust during complex changes requires intentional and consistent actions: 1. Be Transparent: Share information openly, including challenges and uncertainties, to build credibility. 2. Listen Actively: Create a safe space for team members to express concerns and feedback. 3. Show Empathy: Acknowledge the emotional impact of change and offer support tailored to individual needs. 4. Involve the Team: Engage them in decision-making processes to give them a sense of ownership. 5. Follow Through: Keep promises and be reliable in your actions, demonstrating that you value their trust. By embodying these principles, you’ll foster trust and guide your team through change with confidence.

Change can be quite discomforting and intimidating, and standard communication often centers on the reasoning for change, focusing on organizational needs or market shifts. However, leaders should also highlight the advantages of change for their teams. It's not always possible to meet every expectation, but gaining the team's cooperation and support typically requires demonstrating mutual benefits. This will demonstrate our commitment to our team, earning their trust and loyalty.

During periods of change, you cannot go wrong with over-communication. Remember that change is uncomfortable and often times teams need to hear the same message over and over for it to sink in. Ofcourse it's about striking a balance between over-communication and managing to the different styles of how team members consume information.

I think communication is the key, try to be transparent as much as you can. Have one to one conversations if possible at least with the key people then make sure they understand the situation and how you will help them navigate through the storms and how you need them to hold the fort.

Em tempos de mudança, a comunicação clara e transparente é o alicerce que sustenta a confiança e o engajamento da equipe. É crucial que os líderes expliquem não apenas as mudanças em si, mas também as razões e impactos que elas trarão, tanto para o time quanto para a organização. Ao compartilhar a visão e detalhar as etapas do processo, você capacita sua equipe a compreender seu papel na transformação, o que reforça a segurança e o alinhamento coletivo. Este artigo convida à reflexão sobre como uma comunicação estratégica pode ser a chave para navegar com sucesso em períodos de transição.

Liderar uma equipe durante períodos de mudança complexa exige um foco especial no desenvolvimento da equipe. Algumas abordagens-chave incluem: Comunicação transparente e frequente. Envolvimento da equipe na tomada de decisão. Oferecimento de apoio e feedback construtivo, fornecendo treinamento, mentoria e recursos necessários para a adaptação. Demonstração de empatia e compreensão. Investimento em atividades que reforcem a confiança e o espírito de equipe. Manutenção do foco na visão geral e no propósito da organização. Essas estratégias criam um ambiente de confiança, colaboração e empoderamento, capacitando a equipe a gerenciar com sucesso as complexidades da mudança.

Before empowering others, it's crucial to set the tone that fosters acceptance and embraces the possibility of failure. Creating an environment where team members feel safe to take risks and understand that failure is a stepping stone to growth is essential. Sometimes, we rush to empower others without first ensuring the right environment is in place. Once you have created a supportive environment, encourage people to take the lead and make their own decisions. Be ready to offer guidance when it’s needed, and make sure to celebrate their successes. When things don’t go as planned, use those moments to discuss what can be learned and how to move forward.

Quando você incentiva a participação ativa e envolve os membros na tomada de decisões, eles se tornam co-criadores da mudança, o que aumenta seu compromisso com os resultados. Essa abordagem não só valoriza as contribuições individuais, mas também cria um ambiente onde a liderança é compartilhada e a confiança é mútua. Este artigo é um convite para repensar como podemos, juntos, transformar desafios em oportunidades de crescimento coletivo.

Empowering your team by encouraging input and involving them in decision-making fosters trust and commitment. When they feel their voices are heard and their contributions matter, they become more engaged in the process. This sense of ownership helps build stronger trust in your leadership.

Creo que deberíamos establecer un sistema de reconocimiento donde las contribuciones individuales y colectivas al proceso de cambio sean celebradas públicamente. Este enfoque no solo empodera, sino que también motiva a otros a participar activamente en la evolución del equipo.

I believe if you trust the organisation and the leaders the same will show up in your words and actions. If a positive attitude is expressed by you the team would definitely pick the vibe!

Liderar uma equipe em meio a mudanças complexas exige ganhar a confiança dos membros através da liderança pelo exemplo. Demonstre integridade, transparência e autenticidade em suas ações. Comunique-se de forma clara e aberta sobre os desafios e objetivos da mudança. Mostre empatia e apoio às preocupações da equipe. Esteja disposto a assumir responsabilidades e a trabalhar lado a lado com a equipe para superar os desafios. Reconheça e valorize as contribuições dos membros, incentivando um ambiente de colaboração e aprendizado mútuo. Ao liderar com humildade e determinação, inspirando confiança e respeito, você estabelecerá uma base sólida para a equipe enfrentar as mudanças com confiança e determinação.

Liderar pelo exemplo é fundamental para construir confiança e credibilidade com sua equipe. Quando você demonstra as atitudes e comportamentos que espera dos outros, como adaptabilidade e positividade diante das mudanças, você estabelece um padrão que inspira e orienta o grupo. Um líder que vive o que prega, especialmente em momentos desafiadores, conquista o respeito e o compromisso de sua equipe. Este artigo é um convite para refletirmos sobre como o exemplo pessoal pode ser a base para uma liderança sólida e inspiradora em qualquer contexto.

Leading by example is crucial for building trust. Show the behaviors and attitudes you want from your team, such as adaptability and positivity in the face of change. When you model these qualities, your team is more likely to follow suit. A leader who leads by action earns respect and trust, especially during tough times.

Considero que, además de predicar con el ejemplo, es crucial involucrar a líderes emergentes dentro del equipo, dándoles la oportunidad de liderar pequeños proyectos relacionados con el cambio. Esto crea un sentido de liderazgo compartido y refuerza la confianza en todos los niveles.

Manter a consistência em suas ações e expectativas é crucial para preservar a confiança dentro da equipe. É vital evitar mensagens contraditórias ou mudanças de direção sem justificativa clara, pois isso pode gerar incerteza e minar a confiança. Quando a equipe sabe que pode contar com uma liderança estável e previsível, mesmo em tempos de mudança, isso proporciona a segurança necessária para que todos permaneçam engajados e comprometidos. Este artigo é um convite para refletir sobre como a consistência na liderança pode ser a âncora que sustenta a confiança em qualquer cenário organizacional.

Staying consistent in your actions and expectations is crucial for fostering and maintaining trust within your team. When leaders provide clear, unwavering messages, it eliminates confusion and ensures everyone is aligned. Mixed signals or abrupt changes can erode trust, making team members question their leader's reliability. Consistency creates a foundation where team members feel secure and understood, allowing them to focus on their responsibilities without the stress of uncertainty.

Leading a team through complex changes requires earning their trust by staying consistent in your actions and communication. Consistency builds credibility; when your team knows that you will reliably follow through on your commitments and maintain steady messaging, they are more likely to feel secure during uncertain times. By consistently demonstrating transparency, listening to concerns, and providing support, you create an environment of reliability and predictability. This helps team members feel confident in your leadership.

Deberíamos desarrollar rutinas y rituales consistentes que refuercen la estabilidad y la confianza durante el cambio. Por ejemplo, una reunión semanal donde se revisen los avances y se resuelvan dudas de manera constante, asegurando así que todos se sientan acompañados y orientados.

Support is very broad and I believe needs to be narrowed down to several tangible actions: -demonstrate genuine empathy so the team knows that you understand what they’re going through -listen really hard - and recognize that the team might be unable or unwilling to verbalize their concerns or their angst -look for clues in their words and behaviors that they’re having a tough time -people often experience loss with change; recognize what specific losses that the team members might be experiencing; practice empathy and offer some things to make up for the perceived losses -finally, leader have usually had more time to process the changes so they’re ahead of the team; practice patience and let the team catch up

Una buena opción es proporcionar no solo los recursos tradicionales, sino también acceso a mentores o coaches externos que puedan ofrecer perspectivas frescas y apoyo adicional. Este enfoque holístico asegura que el equipo tenga todas las herramientas necesarias para enfrentar los desafíos del cambio.