Hier erfahren Sie, wie Sie sich als neue Führungskraft das Vertrauen und den Respekt Ihrer Teammitglieder verdienen können. (2024)

This is by far the most impactful way I’ve built rapport with my team and I would do this every single time:In-person 1:1 time focused on getting to know each person. I fly to where my team member is and take them to dinner at their favorite restaurant. We talk about our lives, what is important to us, family, friends, what we like to do for fun, and life goals. Naturally, the conversation goes into some business topics but I never ask for a formal business review and try to stay off this topic. They can ask me anything they want to know. The goal is for them to get to know who I am, my core values and what it will be like to work with me. My goal is to learn about who they are, what is important to them, and how best I can support them.

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To gain trust and respect as a new leader, demonstrate authenticity, competence, empowerment, active listening, and fairness. Be authentic, demonstrate expertise, empower your team, actively listen, and treat everyone equally. Consistent behaviour and genuine interactions foster trust and respect over time.

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One effective strategy I've found in building trust with my team is fostering open communication. By actively listening to their concerns, providing transparent updates, and soliciting their input, I demonstrate respect for their perspectives and value their contributions. Additionally, leading by example, being accountable for my actions, and consistently delivering on commitments help establish credibility and reliability. Moreover, showing empathy, supporting their professional development, and celebrating their successes create a supportive and collaborative environment where trust can thrive. Ultimately, it's about cultivating genuine connections and demonstrating integrity in my interactions, both professionally and personally.

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Being honest and forthright in all of your dealings with your team members can go a long way toward establishing your credibility as a new leader.

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One thing I've found to be helpful is a "will do" mindset. For the most part there may be a few roles, jobs, or tasks in your organization that you simply don't have the skills for. However, if you've been placed in a leadership position its likely you bring a plethora of skills to the table. Use them. Take those skills out and show them off as you work side-by-side with your team. With a "will do" mindset, there is no job too small or menial for you. Allow your team to see that you "will do" what it takes to support the mission and acknowledge all it takes from every position to make the company successful.

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Something I found to be quite helpful is to have a strong appetite to learn new things from team members and other leaders in the organization as well as seeking feedback and opportunities for improvement when the time is right.A leader that demonstrates an open mind, is seen by others as receptive to feedback and as one that learns and does, is a leader that is building for success and growth.

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Open... and clear. Communicating open as in over-communication, at times of overwhelmingly high loads of communication going on, won't help. Make it open while making it clear and as objective as you possibly can.

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Sometimes people think being authentic is being overly open but really all it is about is being genuine and true to yourself. Authentic leaders can relate by communicating your intentions and soliciting feedback and actually listening.

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Delegate tasks and responsibilities to your team members, empowering them to take ownership of their work. Trusting your team members' abilities demonstrates confidence and respect for their skills.Empowerment involves cultivating an environment where team members feel encouraged to take risks and learn from mistakes. It's about nurturing a culture of trust and respect, where every individual feels appreciated for their distinct talents and contributions.

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When you are a new leader, the common path is to micromanage and supervise your team to ensure that tasks are completed to your standards. However, this approach can stifle creativity and autonomy among team members. Instead, as a new leader, consider focusing on building trust and setting clear expectations. Encourage open communication and empower your team to make decisions within their areas of responsibility. This way, they will find respect for you and be more motivated to contribute their best efforts.

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If people don't trust you, no amount of team building or recognition will motivate people to work together well. Here are some steps you can take to become a trustworthy leader.* Start With Self-Disclosure: People trust people that they know and understand. As a team leader, you can't afford to be mysterious.* Do What You Say and Say What You Do: The surest way to lose trust is to go back on your word. * Be a Role Model: When it comes to trust, people respond to those who inspire them.* Be Accountable No Matter What: Take ownership of your actions and decisions. * Be Present: To trust you, your team needs to know that you're there for them.* Give Credit: To build trust, focus on building your people's profile, not your own.

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1. Appreciation: Express genuine appreciation for the efforts and accomplishments of your team members. 2. Public Recognition: Public recognition can boost morale and motivate others.3. Reward and Incentives: Consider implementing a rewards and incentives program to acknowledge exceptional contributions.4. Development Opportunities: Acknowledge outstanding contributions by offering development opportunities .5. Feedback and Input: Encourage an open feedback culture where team members' suggestions and input are taken into consideration. Acknowledge the value of their ideas and how they positively impact the team.6. Support and Resources: Provide the necessary support and resources for team members to excel in their roles.

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Being active in supporting your team is essential for building trust and respect. It's important to be available not only to offer resources and guidance but also to actively support and respect their decisions and contributions. This means publicly backing them up and reinforcing the value of their work, which elevates their standing among peers and builds their confidence. Equally important is standing by them when things don't go as planned. Being there to help navigate through mistakes without casting blame shows that you truly value them. Supporting them through both the good and the bad demonstrates your commitment to their success and well-being, thereby building a culture of trust and high performance within the team.

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The greatest challenge ahead is managing the anxiety in the context of managing different and often conflicting views (“tsunami of information and opinions” ). “If I do not care for people, all leadership is meaningless—leadership is about people.”Today’s leaders need to be exceedingly accessible, engaged, and likable . With new people generation stepping in (Millennials and Gen Z) and requesting a balance between flexibility and accountability, there is a need for a new type of leadership: more inspirational, collaborative, inclusive, and able to change paradigms and grow faster - Unlocking a network of capacities.It will not be about the team energy you could collect but the team energy you could deploy....

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Demonstrating authenticity, communication, empathy, and respect, you can earn the trust and respect of your team members as a new leader, laying the foundation for a positive and productive working relationship.

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Tell the truth. Always tell the truth. If your intent and action don’t match, learn, grow and get better. Be FOR others not FOR your own elevation.

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