Você está lutando para se comunicar com sua equipe. Como construir melhores relacionamentos?

Your team's feedback about your communication style is essential for understanding the underlying issues. Without identifying the root cause, it's challenging to effectively address and resolve problems. I also find that asking the team what communication style works for them can help ease things

Understanding my communication style on a deeper level using the assessment tools mentioned was invaluable. There is another tool I have grown to prefer which is the ColorCode. This assessment identifies core motives which drives behavior. Understanding these concepts allows me to communicate with others the way they prefer, which illustrates respect and increases the level of discretionary goodwill among team members.

Creio que ter objetivos claros e bem definidos é o começo da relação. Tentar manter uma relação dentro de uma ética e mostrando o seu comprometimento com a equipe, um lider não é aquele que cobra somente mas aquele que vai a frente da equipe em situações difíceis!

To improve communication with your team, first understand their preferred communication methods through surveys or observations. Practice active listening, showing empathy and valuing their feedback. Adjust your style by being flexible, simplifying messages, and ensuring clarity. Maintain an open-door policy and regular check-ins to be more accessible. Keep your messages consistent across all channels, highlighting key points to avoid confusion. Don't forget to use positive reinforcement to acknowledge and praise team efforts, fostering a more open and engaged environment.

Feedback can be seen as a reaction or resulting from your efforts. I try to look at through the concept shared in The Four Agreements written by Don Miguel Ruiz. Be impeccable with your word, speak with integrity. Never use your words to cause fear or pain. The goal is to increase understanding along with discretionary goodwill. Don't take anything personally. The current climate is super sensitive so treading lightly is encouraged. Pointing the feedback at the result and not the individual will help steer the conversation to a preferred outcome. Don't make assumptions, if you are curious about the process ask direct questions while simultaneously eliciting solutions. Lastly, always do your best, knowing full well we can all improve.

Understand their motivations and reasons for working with you or the organisation. Do they work to support their family? Take the time to inquire about their personal lives— who they are, how they're doing— and show concern, especially when they've been unwell. Explore their career aspirations and goals. Assess where they currently stand and what support they require from you.