Here's how you can foster trust and forge strong relationships with your team members.

Some of the best interactions that I have had with my peers and colleagues were through approaching interactions as an opportunity to learn something unexpected. Key to this is understanding that everyone has different life experiences and although we might have contrasting views, we can find commonality.

Listening actively is very difficult, especially in a remote world where we got used to multitask. In 1o1s, you can't be answering an email or a chat, close your apps and inbox and focus 100% on your discussion. Take notes if necessary, but listen and ask questions to make sure you have the whole context and complete understanding. Listen to understand, not to answer.

In my experience, I have found the following three following words/phrases to be very powerful 1. I understand 2. I agree 3. Yes... Also, I am comfortable with silence and not jumping in with a comment when it is more important for the team member to reflect and speak.

Be an active listener. Look them in the eye. Notice their body language. Don't make any assumptions. Ask them open-ended questions to share details. Get them to clarify. Make them feel heard. Nod when they are talking. Repeat in your words what they have shared with you, to affirm that you are paying attention. Validate their situation and emotions. Refrain from jumping into any conclusions. When you make the other person feel heard and understood, the relationship foster.

Be transparent this forge strong relationships with your team members. Every individual deserves a chance in a team for any new projects, never corner any of the team member.

Transparency builds trust. Share information openly and honestly, even when things are challenging. Explain decisions clearly and be upfront about any uncertainties. This doesn't mean oversharing every detail but keeping your team informed and avoiding secrecy.

Empathy is one of the most undervalued leadership qualities. Asking a team member how they are - and really meaning it - offering genuine space for them to answer honestly, can be difficult for leaders when jumping from meeting to meeting. Taking time to listen to team members, and to understand their situations (the good and bad), brings in the human side of leadership, and builds connection and trust on a whole different level. It’s not always possible to walk in someone else’s shoes, but it goes a long way when someone tries, and does so with authenticity.

Understand the feelings of another team member, this reflects and builds a strong bond between each other. Try to understand the difficulties, situation and find a solution to resolve the issue. Thus where we can see the productivity outcomes.

To be honest, sometimes people don't need much for their support, they just need the right person at the right time. - Don't forget 1-on-1s with your subordinates; - Be sincere with them and they will be sincere back with you; - Find and show perspective; - Be close to them - it's already a significant step when someone knows that they can turn to someone for assistance.

In showing support for colleagues or people reporting to you I think it’s critical that we all think about how approachable we are. If we seem keen to want to end a call or meeting or even with regular check-ins be very quick and keen to ask “do we need that time” that can send a message that you’re not as approachable as you may think you are. This can also become a habit that others in the team will mimic too which in turn can mean that there is less connection had as a team. I don’t believe in meetings for meeting sake either but check in’s especially if a team has people working in different locations can be a good way of creating a supportive environment and promote better psychological safety.

Empowering team members to take ownership of their work not only enhances their sense of responsibility but also fosters innovation and creativity. When individuals feel trusted and valued, they are more likely to take initiative and contribute unique solutions, which can lead to higher overall team performance. Additionally, this sense of ownership can reduce micromanagement, allowing leaders to focus on strategic goals and long-term vision.

To build trust with your teams members you can do the following: - Do what you say - Say what you mean (be clear) - Be supportive to your team - Be available to listen to the team both as a group and individually - Foster business relationship building thru empathy

I learnt these 3 rules from one of my managers in the Consulting business "Praise in Public" "Criticise in Private" "Do both in proportion and not in excess !"

Lead by example by being open and transparent about your own challenges and successes. This vulnerability can encourage others to do the same, deepening mutual trust.

Reward and Recognitions are very important in every workers life. This motivates an individual and even other team members to achieve a goal. Build NEVER GIVE UP attitude, it leads to way for success.

Connect with them as human beings with lives and loves and causes and their own unique brand of genius. There's more to people at work than the work. The work maybe why you are there, but the work gets done by the "why" of the people there. People give their best when they are engaged and feel cared about.

Never ask your team to do something you wouldn’t do yourself. Support them and share the lows and highs with the team. And don’t just say it, show it and do it!