Para conquistar a confiança dos liderados, seja transparente e consistente em suas ações e decisões. Cumpra o que promete, mostrando responsabilidade e compromisso. Escute ativamente suas preocupações e ideias, demonstrando empatia e respeito. Crie um ambiente de trabalho seguro, onde todos possam se expressar sem medo de julgamento. Ofereça suporte e feedback construtivo, ajudando no desenvolvimento de cada um. Mostre-se disponível e acessível, criando uma relação de proximidade e confiança mútua. Liderar pelo exemplo e tomar decisões justas também fortalece essa confiança ao longo do tempo.

I actually encourage resistance. I want team members to give me constructive feedback and innovate. This means that they will disagree with me every so often and have the courage to talk to me about it. Forceful back up, new ideas and different perspectives can only come if you build a culture where people trust you.

Building trust with new team members requires transparency, empathy, and consistent communication. In one of my projects where I led a newly-formed team in the BPO sector, I applied the "Servant Leadership" model, focusing on supporting my team's needs and showing them I was invested in their success. Weekly check-ins helped to address concerns early, while open forums encouraged feedback and fostered a collaborative atmosphere. This approach significantly boosted morale and trust. To explore this leadership style further, "Leaders Eat Last" by Simon Sinek is a great resource. Building trust with a new team is like planting a tree—nurture it, and it will grow strong 🌳🤝.

As leaders, we have to recognize that people usually don’t like or are resistant to change. We have to articulate the main benefits of this change and how it will help the process of our job or the team members culture. I usually talk about the book “who moved my cheese?” With my team and inspire them to always innovate and make things better.

Building trust with new team members starts with open communication and transparency. I make an effort to get to know each person individually, understanding their strengths, concerns, and work styles. By setting clear expectations, following through on commitments, and being approachable, I create a foundation of trust that encourages collaboration and mutual respect from the start.