Estás liderando un equipo recién formado. ¿Cómo te ganas su confianza y estableces credibilidad?

Be Yourself and don't try to play a "role": show the Team who you really are and the easiest way of doing it is make clear to them your Core and Inner Values by focusing and working on tasks somehow associated to them (example in my case Safety/Compliance). This will also allow you in the initial phase to act naturally while showing all your competencies. Active Listening is the key behavior in this phase and be sure to reach out equally to all team members. After a while only you can start to ask for Feed Backs and take advantage from it but be careful as you might still not have all the info to understand FB and the FB giver is not said to have all is needed too to provide a constructive FB.

From Covey's perspective, start by being proactive: get to know each team member professionally and personally. "Begin with the end in mind" by visualizing the relationship you want and consistently working towards it. "Put first things first" by prioritizing trust-building activities like one-on-one meetings and constructive feedback. "Think win-win" by seeking solutions that benefit both you and your team, promoting a collaborative environment. Show consistency between your words and actions, as trust is built through integrity. Following Covey's principles, you can establish a solid foundation of mutual trust and respect.

As an experienced CEO when leading a newly formed team, I understand the importance of gaining their trust and establishing credibility right from the start. I prioritize open communication, transparency, and leading by example. I make it a point to listen to my team members, understand their unique skills and perspectives, and empower them to contribute their best work. I am honest, reliable, and accountable for my actions, and I hold myself to the same standards that I hold my team to. By demonstrating integrity, consistency, and a genuine commitment to our shared goals, I earn the trust and respect of my team and establish credibility as a dependable and capable leader. E.I. play also a fundamental role in understanding people dynamics

To gain your newly formed team's trust and establish credibility, start by demonstrating transparency and honesty. Clearly communicate your vision, goals, and expectations, and be consistent in your actions and decisions. Show genuine interest in getting to know each team member, understanding their strengths, and valuing their input. Lead by example, displaying integrity, accountability, and dedication. Be approachable and actively listen to concerns and suggestions. Provide support and resources needed for success, and celebrate achievements. Regularly seek and act on feedback to improve. By fostering an open, respectful, and collaborative environment, you build a foundation of trust and credibility.

Showing expertise and demonstrating why you have been selected to be the leader is very important in the early days. People need to know that you are the right guy to shape their future. However, remember that no person can be the expert at everything, so don't try to be - that is why the team has been selected, for their skills, knowledge and contributions to the overall team performance. The leader's job is to get the most out of the people, guide them how to be the best that they can - that should be one of your biggest skills.

Showing your team that you know what you're talking about (& why you're leading them) is a great way to establish credibility. They need to know that you have the knowledge, expertise and experience to lead them. A good way of demonstrating this is getting directly involved in projects -- show them that you aren't just a figurehead, but a valuable member of the team as well!

Start by presenting yourself properly. You team should know your educational and professional background, your current role and responsibilities. Be honest at all times. Share real example of your professional achievements, challenges and failures. Don't ever try to be perfect - be real!

As a team leader, it is understood that you have the required expertise in professional areas. Experience in the field adds value to the skills and knowledge, which the team members look forward to in a leader. with expertise, you will be able to provide timely guidance, and contribute. You earn respect only through your work.

Selbstkenntnis und Selbstreflexion sind wesentliche Elemente einer effektiven Führung. Nehmen Sie sich regelmässig Zeit, um über Ihre Führungspraktiken und deren Auswirkungen auf das Team nachzudenken. Seien Sie offen für Feedback und bereit, Ihre Ansätze anzupassen, um das Vertrauen und die Glaubwürdigkeit zu stärken. Durch kontinuierliche Selbstreflexion entwickeln Sie sich als Führungskraft weiter und fördern ein vertrauensvolles Arbeitsumfeld.

A clear vision provides direction and inspires teams. According the MIT 4-CAPS+ Leadership's Framework, effective vision communication involves sensemaking, visioning, relating, and inventing. (Sensemaking) grounds the vision in an understanding of the context, ensuring relevance. (Visioning) articulates this vision compellingly, motivating the team. (Relating) builds trust and ensures everyone understands their role, fostering a collaborative environment open to feedback and adaptation. (Inventing) creates structures to achieve the vision. This approach ensures clarity, inspires the team, and maintains adaptability, crucial for trust and commitment.

Langfristiges Denken ist entscheidend für den Aufbau einer vertrauensvollen und nachhaltigen Teamkultur. Entwickeln Sie Strategien, die das langfristige Wachstum und den Erfolg des Teams unterstützen. Fördern Sie nachhaltige Praktiken und betonen Sie die Bedeutung langfristiger Ziele. Indem Sie eine Vision entwickeln, die auf langfristigem Denken basiert, schaffen Sie ein stabiles und vertrauensvolles Arbeitsumfeld.

A clear vision was vital in my leadership roles. As a principal, I set a vision for academic excellence and community engagement. School administrators should articulate a vision that aligns with the school’s goals and values. Corporate executives need to define and communicate a strategic vision that inspires and motivates the team. A shared vision provides direction and purpose, helping team members understand their roles and contributions towards collective success, thereby building trust and commitment.

Verantwortungsbewusstsein ist ein Schlüssel zur Förderung einer Kultur der Rechenschaftspflicht und des Vertrauens. Übernehmen Sie Verantwortung für Ihre Entscheidungen und ermutigen Sie Ihr Team, dasselbe zu tun. Setzen Sie klare Erwartungen und Ziele und stellen Sie sicher, dass jeder im Team für seine Handlungen verantwortlich ist. Eine Kultur der Rechenschaftspflicht fördert das Vertrauen und die Zusammenarbeit.

Encouraging ownership empowers the team and builds trust. In the Army, delegating responsibilities and trusting my team was truly a game changer in the matter of earning faith and trust. As a principal, involving teachers in decision-making fostered a sense of ownership. School administrators should delegate tasks and trust their staff to handle them. Corporate executives should empower employees by giving them autonomy and responsibility. When team members feel trusted and accountable, they become more engaged and invested in the team’s success.

You should be alway open and honest with your team. Sharing details, providing "why" explanations, and visualising future plans makes team feel involved, respected and appreciated. That is exactly what you need!

Alway be the first person to go and try something new. To get hands-on experience in area you know nothing about. Be reliable for your team and show example as: 1. Never be late to team meetings. 2. Always have your camera on for online meeting. 3. Share your planned activities and completed tasks. 4. Be accessible to every team member, independent of the role.

Always look for growth and learning opportunities in whatever you do! Make it actionable and have a plan to execute. Finding someone to hold you accountable also helps.

From my experience, leading by example is crucial when building new workplace teams and driving them toward high output. I've found that when leaders model the behaviors and attitudes they expect, it sets a clear standard for the team. This approach fosters trust because team members are more likely to follow a leader who demonstrates commitment and integrity. Leading by example also creates a culture of accountability and respect, encouraging everyone to emulate these qualities. It's about setting a strong work ethic and showing that no task is beneath anyone. Ultimately, this leadership style unifies the team, boosts morale, and enhances productivity by aligning everyone with the same values and goals.

Leading by example was fundamental in both the Army and education. As a principal, I modeled the behavior and work ethic I expected from my staff. School administrators should demonstrate dedication, integrity, and professionalism. Corporate executives need to embody the values and standards they set for their teams. When leaders consistently display the qualities they expect from others, they earn respect and credibility, motivating the team to follow suit and fostering a trustworthy environment.

Gaining trust and establishing credibility with a new team starts with empathy. Begin by actively listening to their concerns and ideas, showing that you value their input. Be Approachable and make yourself accessible to your team. An approachable leader can better address concerns and provide the support needed during times of uncertainty. Show genuine interest in their well-being and professional growth. Regularly check in with team members and offer support. By prioritizing empathy, you build a foundation of trust and credibility essential for a cohesive, motivated team.

I served as a soldier for long 26 years in the elite Indian Air Force, as an aerospace engineer. And then came to civil aviation. The settings in the civil sector is different. I was advised by my mentor, Mr Gujral, that in civil you will be known by your work, unlike in forces where the rank is honored. That day onwards, I have worked and worked. and today, I am known in aviation circle to an extent.

Trust is built on three foundational pillars: competence, benevolence, and reliability. Competence refers to the trust in a team member’s skills and abilities to effectively perform their tasks, ensuring meaningful contributions to the team's goals. Benevolence is the belief that team members genuinely care about each other's well-being and have the team's best interests at heart, fostering a supportive and collaborative environment. Reliability involves consistent performance and accountability, with team members following through on commitments and maintaining responsibility for their actions. These pillars create a safe, innovative, and collaborative environment essential for high-performing teams.

Trust is a vital leadership element, fostering confidence & loyalty. It's built through transparency, empathy, and integrity. Trust grows with open communication, consistent follow-through, and genuine interest in team perspectives. It's a prerequisite for high performance and lasting impact. • Demonstrate Authenticity: Share personal strengths, weaknesses, and values. • Communicate Effectively: Establish clear channels, set expectations, and encourage dialogue. • Deliver on Commitments: Demonstrate reliability and credibility. • Empower the Team: Involve team members in decision-making and responsibilities. • Lead by Example: Model desired behaviors and mindset. • Seek Feedback and Adapt: Actively seek feedback and adapt leadership style.

Beyond the essentials, consider these additional points: Feedback Culture: Foster an environment where feedback flows freely, both giving and receiving, to promote continuous improvement. Conflict Resolution: Develop skills to manage conflicts constructively, ensuring they are addressed promptly and respectfully. Recognition: Acknowledge and celebrate individual and team achievements to boost morale and reinforce positive behaviors. Well-being: Prioritize work-life balance and well-being to sustain productivity and team cohesion over the long term. By integrating these aspects into your leadership approach, you'll build a team that not only trusts you but also thrives under your guidance.