Tag: Trust

Getting Your Team On Your Side

Getting Your Team On Your Side

“It is wise to persuade people to do things and make them think it was their own idea.” – Nelson Mandela

Today, we are looking at the ways you can bring your team to your side. Particularly, we will discuss the persuasive techniques of appealing to your team members’ emotions and reason.

Appealing To The Emotions Of Your Team Members

Emotions have always been a driving force for people’s behavior. Advertisers appeal to emotions all the time; they tell you that so-and-so beauty product can make you feel confident around the opposite sex, while so-and-so theme park can make you forget all your worries. There are those who begin a relationship based solely on how the other person made them feel. More so, advocacies, political campaigns, and even wars are waged, based on a collective sense of anger, contempt, or injustice.

Related: Trust Outcome Based Team Building Activities

Thus, you can never underestimate emotions as a way of influencing and persuading other people.

Why are emotions powerful? For one, emotions heavily influence a person’s sense of comfort and general state of well-being. Positive emotions make us feel good, while negative emotions drive us to do something to make us feel good.  But more so, emotions connect all of us to the “human” side of ourselves . Almost all emotions are universal and can cross race, religion, age, and social status.

How you can add some  emotion when you communicate with your team:

Focus on positive emotions as benefits.
If you want to bring a team member to your side, tell them how well the proposal will make them feel. For example: if you want to convince your spouse to take you on that dream vacation, describe how relaxing a day you’ll have. If he can picture it in his mind, then you’ve succeeded.

Focus on a negative emotion, and then add a call to action.
Negative emotions are powerful in influencing behavior because they bring about a sense of dissonance in a person. All people want to feel good, which is why anger, sadness, shock, or indignation doesn’t sit well with most. An example of using a negative emotion to bring people to your side is describing the horror of an accident in order to convince people to wear their seat belts.

Show that it’s personal.
Instead of focusing on the other person’s emotions, you can focus on communicating your own. An effective way to persuade your team members are to show that your conviction is borne of a personal experience, and that you are emotionally attached to an idea. For example, showing your excitement verbally and non-verbally while explaining an ideal can show that you really believe in what you are pitching.

Emotions can be communicated through body language, variations in voice pitch, intonation and emphasis, directly saying what you feel or what you want the team members  to feel, and painting a picture of situations where an emotional response is expected.

Related: Communication Outcome Based Team Building Activities

And don’t forget: to use emotions effectively, use the appropriate amount. Less can be more, so don’t overdo it!

Use Facts To Appeal To The Minds Of Your Team Members

While emotions are a powerful influence to people’s behavior, we all know that people are not just a bundle of emotions. Some situations require an appeal to the mind instead of the heart. An effective communication must make sense. More so, it must have basis in facts.

Facts create persuasive arguments because there is no way to dispute facts. If something is true, real, or verified by research, it has to be accepted. More so, presenting facts in communication show the extent that you have studied a subject, which in turn shows that you are serious in what you are saying.

There are two skills that can help in the use of facts during communication with your team:

The first skill is the ability to separate fact from opinion.
Facts are objective data, and can be verified by credible procedures such as empirical research or expert opinion. It is considered true on the basis of actual evidence. An opinion, however, is a subjective statement that may be based on personal interpretation.

The second skill is the ability to create logical arguments from facts.
Facts can’t be disputed, but you also have to use them properly in order to give them impact. Arguments from facts have to follow the rules of deductive or inductive reasoning.

Conclusion

For best results, use both emotion and facts to influence your team. After all, people use both their heart and mind in their daily lives, and addressing both is a more holistic approach to take.

The key is in being consistent, so that there isn’t a dissonance between the emotional and the rational side of your communication. Done correctly, appeals to emotion can balance the coldness of reason, and facts can temper strong emotions.

 

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Motivating Your Team to Action

Motivating Your Team to Action

“Leaders must be close enough to relate to others, but far enough ahead to motivate them.” –  John C. Maxwell

As team leader, you cannot do your teams’ work for them. You have your own work to do. Your goal is to develop your team to the point where you can delegate tasks without a lot of oversight. To be a true leader, you must enable others to act responsibly and not encourage bad habits by compensating for them or overlooking them. The goal of a team leader is to empower others to work. To the extent that you can do this is the extent that you will be successful.

Encouraging Growth in Your Team Members

A positive attitude is essential if you are going to encourage your team. No one likes to fail and many take it very personally. While failure should never be rewarded, an understanding attitude and positive outlook can work wonders. A child only learns to walk by falling down many times. The focus is not on the fall, but on getting up. The goal is to walk…then to run.

Meeting with a team member one-on-one is important to positive motivation. Here again, you must use the power of listening. Avoid blame when something goes wrong and focus on the reason for the failure. You may learn someone needs more training, more self-confidence, or more freedom. You may learn someone does not have the tools needed to be successful. You will never know if you don’t ask questions and listen – or worse, if you berate the team member for a failure.

If someone is willfully defiant, then feel free to be stern and resolute. Take disciplinary action if necessary and document the conversation. If you allow someone to be defiant or lazy out of a misplaced concern for his or her feelings, you will be performing a great injustice against the rest of the team who are working hard. In most cases, people really do want to do a good job and they have a sense of pride when they meet a challenge.

Creating Mutual Respect in Your Team

You will never be worthy of your team’s respect if you don’t give respect. Respect should be given to everyone at all levels unless they deliberately do something to lose that respect.

Related: Leadership Outcome Based Team Building Activities

You need to build respect in other ways as well. Be visible to your team members. Show them you are available and interested in knowing everything about what they do. Develop and demonstrate your knowledge of the organization and details of the product, service, or operation. If you are perceived as being knowledgeable and can answer questions, you will not only earn respect, but will motivate others to learn as well.

Earn the Trust of Your Team

Respect inevitably leads to trust. Do what you say and say what you mean. Under-promise and over-deliver can help manage expectations. If you are given a task you know will take you one hour, say you “should” have it done in two hours. You never know when you’ll get a phone call that eats into your time or when an emergency may pop up. If you get done in less than two hours, you will be perceived as a hero. If not, you can call and apologize that it will be “a little later” without much trouble because you said you should have it done. You didn’t promise that you would have it done. If people feel they can rely on you, they will trust you.

Related: Trust Outcome Based Team Building Activities

Let your team know that you are not asking them to do anything you would not do yourself, or have done in the past. Work hard and be seen working hard. If you come in early and see others who are there early as well, stop by and simply mention that fact positively. A simple word of recognition will go a long way to earning respect. Without respect, you will never have loyalty and without loyalty, you cannot trust your team. Without mutual trust and respect, your team cannot accomplish great things.

 

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How To Earn The Trust of Your Team

How The Earn The Trust of Your Team

It can be difficult to earn the trust of your team, especially if you are a new team leader. If your team does not trust you they will not accept your leadership. When there is a general feeling of mistrust in a team no amount of team building will motivate the team members to work together. To create high performing teams, you have to prove yourself as trustworthy. Your team needs to believe in you as a person and a leader.

Related:Trust Outcome Based Team Building Activities

Earn Trust Through Self-Disclosure

People tend to only trust people that they know and understand. When you first start a team, it is important that you share your background with the team. Encourage the team to also share information about themselves and create opportunities for the team to socialize together such as team building activities. The better the team members get to know each other, the easier it will be for them to trust each other.

Earn Trust By Keeping Your Promises

As a team leader, it is important that you only make promises that you can keep. Going back on your word is the surest way to lose the trust of your team. When you make a commitment, take full responsibility for seeing it through. It may mean saying no to some requests, but it is better than under delivering on a promise. It is essential that you know your limitations.

Earn Trust Through Open Communication

Communication is another essential component of trust building. When team leaders keep their team informed, they send a clear message that they trust their team members. When you give trust, you gain even more trust back.

Related: Communication Outcome Based Team Building Activities

Earn Trust By Being a Role Model

People respond well to leaders that inspire them. A team will more readily trust a leader who consistently demonstrate high quality behaviors such as:

  • Honesty
  • Integrity
  • Loyalty
  • Fairness
  • Authenticity

Earn Trust Through Accountability

Team leaders will earn their team’s trust when they take ownership of their actions and decisions. It is easy to take ownership when things are going well, but team leaders show themselves trustworthy when they accept responsibility when things go wrong.  As a team leader you should also encourage accountability in every team member. This can be effectively accomplished through the team charter and it will ensure that team members cannot hide behind the team.

Earn Trust By Being Present

For your team to trust you, they need to know you are there for them. Listen to your team, hear what they are saying and use questions to understand their situation. Do not limit your communication to emails and memos, but meet face to face with your team regularly.  Make sure that you give lots of praise and encouragement, the team need to know how much you appreciate them.  Also, be aware of how you use body language so that you do not say things you do not mean through your actions.

Earn Trust By Giving Credit

To earn a team’s trust leaders need to be less concerned about their own profile and more concerned about the team’s profile. Let the team share in the credit and glory. A great team leader is a humble one.

Earn Trust By Establishing Credibility

In a new team, it is likely that individual members know much more about their jobs, organization and situation than you do. Learn from them, learn what they do and how they do it. Find out what works and what does not work, and fix problems where you can. Learn as much as you can as soon as you can.

Source: www.mindtools.com

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The Importance of Showing Trust in Your Team of Leaders

The Importance of Showing Trust in Your Team of Leaders

Your team of leaders is made up out of individuals with unique traits and qualities. You should always remember that they made it onto your team for a reason. Trust that you have taught them well and rely on them to do a good job.

Related: Trust Outcome Based Team Building Activities

Do Not Micromanage

There is sometimes a thin line between assuring your team leaders do an excellent job and micromanaging them. You have to resist the temptation to check constantly in on them and offer your input randomly. Resist the temptation by trusting your leaders and their abilities. Allow your team leaders to seek accountability for their actions and own their responsibilities. Team leaders, usually, perform better when they feel in charge and do not feel as though you are breathing down their neck.

You can take the following steps to ensure that you do not have to micromanage your leaders:

  • Make your team leaders accountable
  • Hire the right people from the start
  • Clearly outline your expectations of your leaders

Communication

It is essential to promote open and honest communication among your team leaders. Allow everyone to give their input, be responsive to your leaders and support feedback from others. Open and honest communication builds respect among the team and helps build trust.

Tips for enhancing open and honest communication:

  • Have an open door policy
  • Ask questions frequently
  • Give everyone a chance to speak

Related: Leadership Outcome Based Team Building Activities

Encourage Initiative

Always look for an opportunity to reward and encourage initiative among your team leaders. Reward your team leaders when they take on more initiative. Rewards can include recognition, gifts or promotions.  A team leader that feels rewarded for their hard work are more likely to take pride in their work and continue doing a good job. Remember to recognize the initiative itself, and not just the outcome.

Trust the Leaders, but Verify the Work

You can’t always assume the job is done right. There are times when work needs to be verified or reviewed. This should not be done through micromanaging, but involves periodic steps of checking in or verifying the leader’s work.  Verifying can be done by asking the team leader to send you an email when they are finished with a certain task. You can also set yourself reminders to speak with the team leader in person to check on the progress. By taking a few minutes to look over any project periodically, you can save everyone a lot of time and man hours in the event that something needs to be corrected.

Image Source: Anita Nowack

 

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The Importance of Trust in Building a Team

The Importance of Trust in Building a Team

As a leader or coach of a team, you will often discover many things about your team members that are personal and sensitive topics. It is a normal part of the team building process and it demonstrates trust in you as their leader. Establishing and maintaining trust is an essential part of the entire team building process. Your team members need know that your purpose for improving their performance is to benefit them personally and the team as a whole. If the team members do not feel that they can trust you, anything you say may be subject to a degree of skepticism. Building trust in your team must be a sincere desire and requires an investment of time and emotion.

As a coach or leader of your team, you should aim at creating an environment where you and your team members can discuss things openly. Having trusting relationships in your team is essential to the process of building a team. Without trust,  it is difficult to get to root causes of problems that could be hindering your team to perform to the best of their abilities. Trust is built over time and is accomplished through your actions. Trust, for you as team leader, can be defined as the ability to instill confidence and reliance in you as a team leader by being fair, truthful, honorable and competent in your leadership.

Related: Trust Outcome Based Team Building Activities

The Role of Trust in Coaching Your Team

To effectively coach your team, you have to create a trusting environment. You will not be able to inspire your team if they do not trust you. Team meetings and coaching sessions are excellent opportunities to demonstrate to your team members that they can trust you. Use these meetings and coaching sessions as a tool for building up the team members and not tearing them down.

Avoid using team meetings and coaching sessions only to deliver reprimands, sanctions or unpleasant news. You do not want to use the sessions and meetings only for addressing negative things. They should be purposeful events that occur regularly and not solely focused on negative information. Performance issues need to be discussed in a way that speaks of development rather than of punishment.

Things to avoid as a team coach or leader:

  • Degrading your team members; using negative words like stupid, lazy, slacker etc.
  • Ostracizing your team members and using coaching sessions or meetings only as a means for disciplinary action.
  • Using coaching sessions or team meetings to punish one of the team members.
  • Comparing the performance of one team member against the next.

Building Trust with Your Team

Building trust with your team takes practice and requires dedication. You have to be sensitive to your employee’s needs at all times. The following are some practical steps to help you build trust with your team.

  • Maintain a positive body language with your team members.
  • Listen attentively to your team members and talk less.
  • Respect your team members at all times.
  • Keep things confidential.
  • Keep your promises.
  • Be honest and transparent with your team.
  • Be Confident.
  • Tell your team members that you believe in them.

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