Voici comment vous pouvez favoriser la confiance et la crédibilité au sein de votre équipe.

I learned this the hard way on a large scale rebranding project. I suggested that we communicate openly and set up regular weekly check-ins for progress updates and to talk about any challenges. So I would not lead the team, I would instead get alongside my team members and dig in with them when a critical issue came up. This approach not only solved the problem but also demonstrated my dedication. The team was aware of my hard work and rewarded me with more trust and effort, in turn the Iagttagelsen drove the project to be successful.

Clear positioning, clear, honest, genuine, empathetic communication, firmness and not harshness, understanding, lightness, are part of a manager, so that you can show the team how to do it. And it's not by talking, it's by acting, by example, towards them and others... your attitude and positioning will define how you will be remembered.

Open and honest communication is foundational to building trust. Make it a priority to share both good and bad news with your team. This transparency shows that you respect them and trust them with the reality of the situation, whatever it may be. It also helps prevent rumors and misinformation from undermining team cohesion.

Implement regular one-on-one and team meetings to provide opportunities for open discussions. These check-ins allow team members to raise concerns, offer suggestions, and ask questions in a structured setting, making communication a routine part of the workflow.

Tailor acknowledgements to fit the individual. Some team members might appreciate public recognition, while others might prefer private praise. Understanding what makes each team member feel valued can make your acknowledgements more effective.

Start by establishing clear parameters within which team members can operate autonomously. Define the scope of their decision-making authority, including budgetary limits and project boundaries. This clarity helps prevent misunderstandings and ensures that everyone understands their roles and responsibilities.

When providing feedback, focus on specific behaviors or outcomes, rather than general personality traits. This makes your feedback more objective and easier for team members to understand and act upon. For example, instead of saying someone is "not proactive," you could specify that "taking initiative to lead meetings will improve team coordination."

Fostering trust and credibility within your team begins with nurturing relationships. Invest time in getting to know each team member, understanding their goals and obstacles. Show genuine care for their well-being. When individuals feel supported personally, they reciprocate with trust and commitment. Strong relationships form the foundation of a cohesive and credible team.

Building trust and credibility within a team isn't just a strategy; it's an art. Let me take you back to my early days at a rapidly growing startup. The energy was high, but trust was fragile. We took inspiration from brands like Zappos, known for their transparent culture and strong employee bonds. By fostering open communication, celebrating small wins, and prioritizing empathy, we slowly built a foundation of trust. One key practice was 'story sharing' sessions where team members shared personal stories, breaking down barriers and fostering genuine connections. Remember, trust isn’t built overnight; it's a continuous effort. Enhance your leadership skills by embracing vulnerability and leading by example. Your team will thank you for it.

From my experience, it's IMPORTANT for every team member to be intentional and contribute actively. While the team lead often drives trust and credibility, it must be a mutual and reciprocal effort. The entire team should commit to open communication, continuous improvement, and regular feedback. This collective approach builds long-lasting trust and credibility, ensuring a cohesive and high-performing team.