Qual é a melhor maneira de fazer com que os membros da equipe multifuncional confiem uns nos outros?

In my experience cross functional teams performed better when the vision and goals were clearly articulated, performance goals were mutually set, and an overall performance environment was created with the business goal at the heart of all and not departmental or functional goals taking priority. Then comes that teaming sprit and building trust , for that it is curial that leaders create the environment for team members to get to know each other and build trust. Leaders need to create a platform and encourage that everyone will contribute, everyone's ideas are shared, and the experience and input of each individual matters in this team, there is no them and us, but a WE.

🖐️Clearly define the team's goals and objectives, and communicate them to all team members. This will help everyone understand what they are working towards and why 🖐️Encourage team members to communicate openly and honestly with each other. This help build trust and prevent misunderstandings 🖐️Create a culture where team members are encouraged to work together and share ideas. This can help build trust and promote innovation 🖐️Provide opportunities for team members to get to know each other outside of work. This can help build relationships and foster trust 🖐️As a leader, model the behavior want to see in team. Be transparent, honest, and open to feedback 🖐️Celebrate the team's successes and recognize individual contributions

As a leader in Business Intelligence, I can't stress enough the importance of a clear vision and purpose for cross-functional teams. It's the glue that holds diverse skill sets and perspectives together. When team members understand how their contributions fit into the larger strategy, it fosters a sense of ownership and pride in their work. And remember, a team that believes in their mission is unstoppable! 🚀 #TeamAlignment #SharedGoals #CrossFunctionalSuccess

Establishing trust cross functionally shows you are prepared to be a true partner in being part of the solution. This means showing a genuine interest in alternative styles of active listening and communication, staying humble, and being open to trying ideas that may otherwise clash with your own. It allows for mutual respect from both sides in working towards a common purpose and being seen as a true cross functional team and not just a singular input.

The purpose of bringing together cross-functional teams is to get the best possible expertise to drive Programs and Initiatives. Of course team vision, shared goals and purpose and effective communication is needed. Many a times trust remains low if the functions compete amongst themselves(one function is better or more important than others) or they lack understanding of the other functions....how they work and why the functional expertise is so critical. It is experienced that trust increases if the team comes together and listens to the the opportunities and challenges of each function and how they can contribute to the purpose. This would help each function to appreciate the other function better and contribute towards mutual trust.

To get the team members establish trust in a team, there must be trust residing in the team. Building trust through permitting team members to be part of decision making is key. It gives them the orientation and sense of belonging where they are convinced their opinion and input is really valuable and insightful. You have shown trust to involving them to contribute and this is a practical way of making them believe it is a place they can trust the people within.

👍Encourage team members to participate in decision making by soliciting their input and ideas. This help build trust and promote a sense of ownership in the decision-making process 👍Provide training on decision-making processes and techniques to help team members feel more confident and competent in their ability to contribute 👍Create a culture where all team members' opinions and ideas are respected and valued 👍Establish clear decision-making processes that outline roles and responsibilities, timelines, and criteria for decision making. This build trust and prevent misunderstandings 👍Provide feedback to team members on their contributions to the decision-making process. This build trust and reinforce importance of participation

I think there is a big difference between involving team members in decision making and giving team members a voice to amplify their contribution and sense of ownership. Decision making in cross functional teams can cause major slowdown and conflict if not defined clearly.

This is another important practice that is harder than it sounds. This is because there is a subtle distinction between being involved and actually making the decision. There’s been times when I’ve solicited inputs, shared ideas, asked for feedback, and even gained some level of consensus on a decision—and still some employees didn’t feel included in the decision. In most cases it was because i failed to be clear and explicit about their role in the process. Since decisioning by committee is usually a bad idea, it’s important the team clearly understands the role they play in helping to craft a decision.

All team members want their input to be heard and considered in the final decision. No team member should have an expectation that their input/solution is the one chosen, as long as it was considered in the process to reach final decision.

Patrick Lencioni, in his book "The Five Dysfunctions of a Team," outlines a model for building effective teams. He identifies trust as the foundational element for team success. He suggests team members need to be vulnerable and open with one another, sharing their weaknesses and concerns without fear of judgment, emphasizing leaders should set the tone by being vulnerable themselves, which encourages others to follow suit. Knowing each other's strengths and weaknesses, in a collaborative and trusting environment, allows skill and competency gaps to be filled. Unfortunately, on less healthy teams, such information can be weaponized. It is up to the leader to model and coach the desired behaviors.

Encouraging or just saying it is just not enough in my opinion. The entire team agreeing to contribute to the ideal conditions that enable a safe supportive environment is a helpful strategy.

When opinions, concerns or challenges are raised, it should be done and received with empathy, positive intent and a seek to understand mindset. Also important to consider the working & communication styles of the individuals so that there is little/no misunderstanding and one gives the benefit of doubt and positive intent before reacting.

Open and honest communication is essential for trust within cross-functional teams. Here are some effective strategies: Create a culture of psychological safety. Practice active listening. Provide constructive feedback. Schedule regular check-ins. Be open and transparent. Celebrate team achievements. By implementing these practices, you can foster an environment where team members feel empowered to share their thoughts, collaborate effectively, and build strong relationships based on trust and mutual respect.

Vulnerability among team members helps to establish trust which is essential for open and honest communication. Leaders must encourage these traits as well as healthy conflict in order to establish trust, and allow the team to collaborate.

🖐️Encourage team to work together and collaborate on tasks. This build trust and promote sense of shared purpose 🖐️Create a culture where team members are encouraged to support each other and help each other succeed. This build trust and promote a positive team dynamic 🖐️Provide opportunities for team members to share their skills and knowledge with each other. This build trust and promote a sense of mutual respect 🖐️Recognize and reward team members who collaborate effectively and support each other. This reinforce the importance of collaboration and promote a culture of mutual support 🖐️Encourage team members to provide feedback to each other on their performance and collaboration. This build trust and promote continuous improvement

To foster trust and teamwork, it is essential to create an environment where everyone feels valued and respected. Here are some effective strategies: Encourage open communication: Promote a culture of transparency and honesty. Facilitate team-building activities: Organize activities that help team members bond and get to know each other on a personal level. Recognize and reward contributions: Acknowledge and appreciate the efforts of individual team members. Publicly recognizing achievements can boost morale and encourage collaboration. Promote shared goals: Clearly define team objectives and ensure that everyone understands how their individual contributions contribute to the overall success.

One of the dynamics we see often in cross-functional teams is competing priorities. The very nature of the competing priorities can negatively impact collaboration. It can also impact trust. Specifically when it comes to reliability, commitments and managing expectations.

One practice I used to encourage and improve collaboration by my team is mandatory peer reviews. For any work product, be it a presentation, analysis, or report; or a new process or procedure, or a new technical solution, I require it be peer reviewed early and often, by as many different stakeholders as possible. Not only does this practice improve our collaboration muscles, but by including the inputs of the larger community of our peers, users and stakeholders, the adoption / acceptance of our work products and deliverables has increased.

Have team members collaborate closely on different projects. Cross-functional partnerships allow individuals to learn from each other and build trust. Celebrate wins as a group. Recognize achievements collectively to reinforce a sense of unity.

We need to rely on the 3 C's to build integrity and trustworthiness among the cross-functional team. Competency, Consistency and Compassion. Competency - If you want a team to work seamlessly the bare minimum is understand what they do enough to provide guidance and direction or support. Consistency - Your availability, accepting accountability and decision making has to be reliable. Compassion - Its critical we understand everyone misses something or makes mistakes. Assess the situation provide with useful feedback and actions to remediate. A real leader will give examples any of the mistakes they have made and rectified in their career to ensure the team learns from their mistakes and not pushed to fear making mistakes.

Nothing brings a team together faster than going through a crisis. During a crisis, each member’s true traits are bought to the surface. A leader will take charge and all others will contribute and trust each other. Once there trust within the team, the outcome is usually a very high performing team with a great culture.

I always bring the trust equation to bear: Trust = (credibility + openness + reliability) / self-orientation Modelling trust means being deliberate in what you do against all four elements Credibility: what you say and do is accurate and of high calibre Openness : you are transparent with your motives and assumptions Reliability : you deliver on your promises Self-orientation (reducing this) : your actions serve others and not yourself

Establishing a foundation of trust is essential for the success of any cross-functional team. Modeling trustworthiness and integrity is a fundamental pillar in cultivating such an environment. Leaders and team members must consistently demonstrate honesty, transparency, and reliability in their interactions. By adhering to ethical standards and being accountable for their actions, individuals foster a culture of trust where team members feel valued and respected. Open communication, active listening, and valuing diverse perspectives are indispensable elements in building trust. By consistently demonstrating trustworthiness and integrity, leaders and team members can create a positive and productive work environment where trust thrives.

Earning credibility, from my experience, comes from demonstrating a deep understanding of owning, and growing, your own personal character trait of integrity.

Trust takes time to develop, but it’s essential for a high-functioning cross-functional team. By fostering open communication, shared goals, and mutual respect, you can build a foundation of trust that leads to success.

The trust equation from the book "The Trusted Advisor": Trustworthiness= (Credibility+Reliability+Intimacy) / Self-orientation. Nothing kills trust faster than the perception that the person’s focus is primarily on him or herself.

To increase trust have a mindset where you walk in other’s shoes. This fosters collaboration which will increase trust and enhance performance.

Outmost transparency- It fosters trust in cross-functional teams by providing visibility into processes, decisions, and progress. It ensures that team members understand each other's roles, contributions, and challenges, reducing misunderstandings and promoting collaboration. When everyone has access to information, it creates a culture of openness, accountability, and shared responsibility, ultimately strengthening trust within the team.

To foster cross team trust - define clear accountability and priorities. Motivate teams to deliver their deliverables and facilitate collaborations. Build trust by helping each other to achieve a common vision.