Vous avez du mal à favoriser la confiance entre les membres de votre équipe. Comment pouvez-vous construire une culture de respect mutuel ?

There is an adage that states “the fish stinks from the head”. The lack of trust between team members is almost always a lack of trust in the team leadership. A key element of trust is that an individual(s) is vulnerable to the action of someone else.The person being trusted needs to act in the best interests of those placing trust in them. To be trusted, a team leader needs to identify and act in ways that are in the best interests of their team members. Team members need to see and experience that to be the case. Once that is the case, trust between team members will also improve.

Building a 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗺𝘂𝘁𝘂𝗮𝗹 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 among team members is essential for creating a positive and productive work environment. a) 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗥𝗲𝘀𝗽𝗲𝗰𝘁: As a leader, it's crucial to model the behavior you want to see in your team. This means listening actively, valuing their contributions, and treating their ideas and concerns with consideration. b) 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Create an environment where open and honest communication is the norm. When people feel heard and understood, mutual respect naturally follows. c) 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗮𝗻𝗱 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆: Every team member brings a unique set of skills, experiences, and perspectives to the table.

Trustwothiness preceeds Trust. Trust is not a skill that can be acquired easily. It requires a well thought through approach demonstrating your worthiness of being trusted. The biggest actions one can take to gain trust are: 1. Exhibit competency in the area or field. When people see you have the knowledge, they would trust you with decision making and guidance. 2. Establish Credibility - knowing is never enough. When you implement your knowledge, demonstrate your skills effectively, walk the talk and practice what you preach, you establish credibility. People trust credible people. 3. Communicate intent - communication gap can be big deterrent to establishing trust. You may have the best of intents, but communicating it is critical.

As said by Benjamin Flanklin : ''you should give an example not orders''. It's important for an authentic leadership to be align in his / her behaviour with what you say. You should keep in mind that you are a role model for your team and that your team is paying a lot of attention - more that you can imagine - to all what you are doing and all your feelings and reactions.

Here are the five most important ingredients of trust in a team: 1. Reliability: people consistently meet deadlines, deliver quality work, and are dependable, trust is built. 2. Communication: Open, honest, and transparent communication is vital for trust. Team members should feel comfortable sharing ideas and concerns. 3. Competence: Trust in a team is strengthened when members have confidence in each other’s abilities and skills’. 4. Integrity : it involves being honest and having strong moral principles. Team members should act ethically, treat each other fairly, and take responsibility for their actions. 5. Empathy - Understanding and valuing the perspectives, feelings, and needs of others fosters a supportive team environment.

In my experience, open dialogue goes beyond conversation. It requires us to connect on a deeper level. Spiritual Intelligence invites us to listen not only with our ears but also with our hearts. When we honor the soul of each team member, we build a foundation of trust that transcends typical interactions. By valuing diverse perspectives, we create an environment where everyone thrives and feels truly seen.

Holding space to listen to them, their needs, priorities, and coming from a space of understanding is key. It's also important to trust them and avoid coming across as you're micromanaging.

Encouraging open dialogue is essential for fostering trust among team members. Create an environment where everyone feels safe to express their thoughts, concerns, and ideas without fear of judgment or retaliation. This transparency helps break down barriers and builds mutual respect. In my practice, I’ve found that regular team meetings where everyone is encouraged to speak up can significantly enhance communication and trust within the group.

Clearly defining roles, responsibilities, and expectations helps prevent misunderstandings and conflicts. When team members know what is expected of them and each other, it reduces the potential for friction and fosters a sense of fairness. As a coach, I work with leaders to establish and communicate these expectations effectively, ensuring everyone is on the same page. This clarity helps build a foundation of respect as team members understand the boundaries and standards they are working within.

Clearly defining roles and responsabilitiés is key to create a climate of psychological safety and also to empower effectively the people

Here's how to empower and support your teams: Lead by example, demonstrating trustworthy behavior yourself. Encourage open, honest communication and delegate meaningful work to show confidence in team members. Provide autonomy and avoid micromanaging. Recognize and appreciate efforts regularly, and invest in your team's professional development. Practice transparency in decision-making and address conflicts constructively, focusing on solutions. Create opportunities for collaboration and be consistent and fair in applying rules and standards. Remember, trust takes time to build. By consistently empowering and supporting your team, you'll foster an environment where trust and respect can thrive.

Empowering your team members by giving them autonomy and the resources they need to succeed shows that you trust and value their abilities. Support their growth by providing opportunities for development and being available when they need guidance. In my coaching practice, I’ve seen how empowering team members boost their confidence and foster reciprocal respect, as they feel valued and trusted.

When issues arise, whether it’s a conflict between team members or a breach of expectations, addressing them promptly and fairly is crucial. Ignoring problems can erode trust and respect, while proactive management of issues demonstrates a commitment to maintaining a positive team environment. From my experience, handling conflicts with transparency and fairness helps maintain the respect and trust that is vital for a cohesive team.

Leadership is all about problem solving. Vision is useless if it does not serve to adress concretely the various issues that a team could face

Recognizing and celebrating your team members' successes reinforces a culture of respect. Celebrations don’t have to be grand; even small acknowledgments can go a long way in showing appreciation for the team's hard work and contributions. In my coaching practice, I’ve found that regularly celebrating achievements—whether individual or team-wide—strengthens bonds and fosters a sense of mutual respect and camaraderie.