Some managers, with the best intentions, may push openness and honesty to an extreme, to the point of being disruptive. While transparency is invaluable, it's important to remember that not every situation calls for complete candor. Overloading a team with information or feedback can overwhelm and hinder productivity.
On the flip side, some managers might come across as overly judgmental of those who aren't quite as overtly authentic. Trust is a two-way street, and it doesn't always manifest in the same way for everyone. Some individuals may take time to open up, and that's perfectly okay. Impatience can inadvertently damage relationships and hinder collaboration.
Great managers understand that trust is not something to be forced but earned. It's a gradual process that evolves as the manager and the team get to know each other better.
Here are a few key principles to remember:
1️⃣ Patience: Give your team members the space and time they need to build trust at their own pace.
2️⃣ Adaptability: Recognize that different team members may have varying communication styles and needs. Flexibility is key.
3️⃣ Active Listening: Truly listen to what your team members have to say, without judgment or rushing to conclusions.
4️⃣ Lead by Example: Demonstrate the values of trustworthiness, openness, and authenticity in your own actions and interactions.
5️⃣ Consistency: Consistently deliver on your promises and commitments. Trust is built through reliability.
6️⃣ Feedback with Care: When providing feedback, balance honesty with tact and empathy. Consider the timing and the individual's readiness to receive feedback.
Remember, trust is a delicate balance, and it evolves over time. It's not about pushing it onto your team but creating an environment where trust can naturally flourish. Great managers don't demand trust; they cultivate it through their actions, understanding, and patience. 🌱