Updated: Apr 12, 2020
In part one of this article, we discussed the first time-tested strategy to help you as a Managers, or any other leadership role, to mitigate the stressors negatively impacting your team and care for your people.
In part two, we covered the second strategy, creating a supportive team culture with accountability and flexibility.
In the third and final part of this article, we dive into developing trust with and within team members.
We conclude this series by bringing it all together, provoking thought, and motivating you to execute these techniques.
Develop Trust—As a Two-Way Street
As the third strategy, developing trust as a two-way street can be a toughie for many Managers.
How do you build trust with your team? Here are a few examples:
Be honest. Do as you say and say as you do.
And if you can’t, be transparent about it. This example speaks to your character and integrity—being impeccable with your word. Similarly, let your team know that you expect them to be forthright and open with you. And when they do, be receptive, coach them as needed, and work through the problem together.
Connect with team members.
Get to know your team and let them get to know you. The familiarity creates a healthy team dynamic that’s inclusive and where it feels safe to voice opinions, professionally and respectfully. Let them know you are human too. E.g., inquire about how their family is doing, about their weekend, hobbies, share your insights about an article or book you read, etc. As you learn about them, you’ll assess what motivates them, how to influence their performance in positive ways, and how to best mentor and coach them when they need it.
Be proactive with your feedback.
With their best interest at heart, let your team know what they are doing well and the areas where they need to improve. Highlight their strengths so they can leverage them to thrive in their roles. When providing constructive feedback, focus on the fatal flaws, those habits, or attributes that could derail their success and negatively impact their effectiveness. You may use a format that incorporates this type of message: Ginny, continue ______ (fill in the blank with strengths) and consider ________ (fill in the blank with areas to improve). As a bonus, team members will be learning from you how to give each other constructive feedback and grow as a team.
Ask for feedback.
In addition to providing feedback, ask team members for their feedback. It could be as simple as asking or sending a two-line email, e.g., Ginny, it’s very valuable for me to know how I could improve. To support you and the team, what should I continue doing? What should I stop? All feedback raises your self-awareness. Look for common themes in the feedback and, to build trust, follow-through by adjusting your approach or behavior accordingly.
Bringing It All Together
Leading and managing a workforce, remote, globally, across demographics, etc., especially during a global crisis, can be challenging on many levels.
Successful managers and leaders are powerful communicators.
They not only communicate about specific assignments and deliverables but also about the strategic vision and mission of the organization. Give clear direction and communicate expectations proactively.
They also know their unique value proposition and that of their team members, and capitalize on it to get the work done, deliver on the organization’s brand promise, and care for their people.
Great Managers also build a culture of support, accountability, and flexibility.
They have a high EQ and level of empathy and are accessible and ready to coach team members to identify and solve problems as they arise.
To grow, they give and ask for feedback often. They develop a growth mindset, learning from failures and experiences while inspiring and motivating their teams to do the same.
Successful managers and leaders engender a culture of trust.
In a safe, supportive, people-centric, and results-focused environment, engaged team members invest discretionary effort in finishing projects on time and delivering their best work. They know their manager wants them to succeed and has their backs.
I'd love to hear your thoughts on this statement. For you, is it true or false:
My success is inherently linked to my team's success.
Which of these strategies would support you the most today and in the future?(communicate clearly, create a culture of support with accountability and flexibility, and develop trust--as a two way street)
Which of these tactics are you committing to implement with your team?
If you enjoyed it, please also share the article with your network by clicking the three dots to the right at the top of this article.
With love and appreciation,
Are you struggling with a work or career-related issue? Book a complimentary strategy call today. I will give you my undivided attention and use my unique value proposition to help you identify your most significant challenges quickly. We'll even begin to strategize on the right plan of action that will support your needs and aspirations.
We want to serve you with what you need support the most! Here are some ways in which we can do this together:
#1 - Check out our virtual, proven career and leadership training:
Learn the #1 success secret to becoming the highly impactful, influential leader you are meant to be without sacrificing your well-being. Get the details here:www.fearlessledershipmastermind.com
#2 - Coach with us, privately, virtually, one-on-one:
Join one of our private coaching programs, designed to address your specific challenges and goals, accommodating your busy schedule. Our clients earn promotions, higher pay, transition into new roles they love, and enjoy a higher level of financial, emotional, and even spiritual well-being. They "do the work" and see the results! Get started with a complimentary session. Apply to chat with a coach here: www.executivebound.com/get-started
#3 - Introduce us to your company to deliver virtual motivational talks and leadership training:
We have successfully facilitated virtual and live leadership training and coaching programs for global companies with over 140,000 employees and delivered keynotes impacting international audiences larger than 7,000 people. We partner with organizations and individuals over a wide range of industries, providing the support and structure to develop talent and grow your leadership teams. Email us at firstname.lastname@example.org, and let's connect.
#4 - Read our book, Fearless Women at Work: Five Powerful Strategies to Thrive in Your Career and Life!
This book’s sole purpose is to ignite your personal power to pursue the life of your dreams by applying five practical strategies in a unique process named C.A.R.E.S. Get your copy today at www.amazon.com and if you enjoy it, leave us a five-star review!
#5 - Read our blog and share it with your network!
Keep your mind fresh with ideas. Retool with proven strategies to navigate challenges at work and in life. And take constructive action that will propel you forward. Knowledge and execution are power. Visit our blog, and if you enjoy the articles, please share them with your friends and colleagues.
About Dr. Ginny A. Baro
Dr. Ginny Baro is an international speaker & executive coach, and the #1 bestselling author of Fearless Women at Work. She is the CEO and founder of ExecutiveBound™ and Fearless Women @Work™ and the creator of the innovative and proven method, C.A.R.E.S. Leadership Success System™.
Ginny specializes in helping executives develop great leaders. As a career strategist, she partners with talented individuals who are navigating a corporate hierarchy or transitioning into an entirely new phase of their professional careers.
She has successfully facilitated leadership training and coaching programs for global companies with over 140,000 employees and delivered keynotes impacting international audiences larger than 7,000 people.
For over two decades, Ginny held multiple Director and senior leadership roles in financial services and technology. Her academic degrees include a Ph.D. in Information Systems, an MS in Computer Science, an MBA in Management, and a BA in Computer Science and Economics. She's a Mastermind Professional and Certified Professional Coach (CPC), accredited by the International Coach Federation. For more information, visit www.executivebound.com.