Do you struggle to build trust within a team?Ever heard the term, there’s no ‘I’ in ‘TEAM’? Pretty standard edict in the business world. Sometimes, the best work you can create stems from a team that works seamlessly together, relying on and pumping each other up. It can be the case though, that teams do not gel well. Someone may have control issues and take the lion’s share of the work, whereas some people may gladly shirk the work and allow others to pick up the slack. Kaylene Wynn, an Executive Mind Coach, Psychotherapist and Author, loves challenging old rigid concepts and generating a more ‘outside the box’ perspective. She is on hand today to make sure the trust within your team is built, acknowledged and continues to grow. Here are the given scenarios from our readers:
1.“I don’t know how am I able to trust my staff on the team. I am scared that they will betray me because it happened once before.”Kaylene: Trust is a two-way street, which makes trust fragile and not easy to build - but it’s important not to lead from a fear-based or a reactive attitude. Personalising or a blame game mentality only divides a team even more. You need to shift into solution mode and don’t get stuck on a problem. Focus on establishing a healthy working environment is the goal you want to achieve which involves everyone's participation. To rebuild the trust, acknowledge what has happened and what the experience has taught you and the team. What you can learn from the experience and how can you grow and move forward is key. Trust begins with trusting in yourself and your own abilities, you are only ever in control of who you choose to be and what you do. Ask questions that open up new ways of thinking and doing. By discussing the issue openly and honestly in a team environment, it reinforces you're all in it together, you all contribute to the synergy of the team, signifying you're all responsible for what you bring to the team environment. Highlight what you can all do differently so it's not repeated in the future.
Kaylene: Feeling threatened by someone whom you regard as smarter than you simply highlights your own insecurities. This becomes detrimental not just to the business but also to the team, because you block their progress. Your personal insecurities are your responsibility. This is a fear-based victim paradigm, but by shifting perspective it can offer you countless opportunities for personal improvement, growth and development as well as bigger and greater future prospects. "If you’re green you’re growing, if you’re ripe you'll rot" has always been a philosophy I have worked with for myself and others. We're all teachers to each other and there is always something you can learn and grow from - but you need to be open, curious and willing to stretch yourself beyond your own capabilities and collaborate with those who can inspire you rather than threaten you. Empower yourself!
2. “I feel threatened if I hire someone who more intelligent than me. What if he/she takes over my position?”