You're a new manager in a high-pressure environment. How do you gain the respect of your team?

Quando assumo uma nova equipe, busco conhecer sua história, escopo e estrutura, pessoas-chave, áreas de colaboração e stakeholders relevantes. Após esse entendimento inicial, dedico tempo para me encontrar individualmente com cada membro da equipe. Nestas conversas, que tento conduzir em tom leve e informal, busco não apenas me apresentar, mas também ouvir atentamente sobre suas trajetórias profissionais, expectativas de carreira e perspectivas sobre o trabalho na área. Essa abordagem não só demonstra meu interesse genuíno em conhecer cada pessoa, mas também estabelece uma base sólida para construir relacionamentos de confiança e respeito mútuo.

As a new project manager, I understood the importance of setting a positive example for my team from the outset. I demonstrated my commitment to timely task completion, fostering a culture of accountability and reliability. I prioritized getting to know my team members on a personal level, understanding their strengths and weaknesses, and empowering them to take ownership of their tasks. By establishing open communication channels. I created an environment where team members felt valued and supported. Leading by example, I maintained transparency and accountability in all aspects of our work, fostering trust and unity within the team. With these efforts, I earned the respect of my team and laid the foundation for our collective success.

Throughout my experience getting to know your team has taken me a longer way than any other additional format I could have taken. Once you know your teams talents you can better help the team by then coaching them to hone their own strengths and be flexible to each other. Once everyone recognizes their talents and understands how to identify others strengths and building on those strengths they begin to trust each other. In turn this shows the team that they can build that foundational trust in you and every action will come to have great success.

Treat your team not just as colleagues, but as individuals. Seek out informal interactions to understand their interests, aspirations, and working styles. This fosters genuine connection and allows you to tailor your leadership approach to each member.

It's crucial to understand each team member on a personal and professional level. Take the time to learn about their strengths, weaknesses, interests, and motivations. This will not only help you understand how they can best contribute to the team but also show them that you care about them as individuals.

Cuando me integro a un equipo de trabajo, me gusta conocer cada uno de los aspectos relacionados a su día a día, tanto en lo laboral como en lo personal eso me ayuda a entender cada una de sus necesidades, trabajo en ambos para lograr que se sienta cómodo generando confianza y compromiso.

Conheça bem cada indivíduo e suas personalidades atuando com a pressão correta no tempo e forma adequados para que o clima não fique sobrecarregado. Defina papéis e objetivos individuais tendo em mente as necessidades de curto e médio prazo e quem são aqueles na equipe que manterão o ritmo necessário de "entrega".

To gain respect as a new manager in a high-pressure environment, prioritize getting to know your team, seek their feedback, listen attentively to their concerns, and acknowledge their contributions and achievements. This fosters trust, rapport, and mutual respect, enabling effective collaboration and success.

In a past role, I led a diverse project team. Initially, collaboration was challenging. To address this, I organized team-building activities and individual meetings. Through these interactions, I discovered Sarah's passion for data analysis. I assigned her a critical task, and she excelled, bringing valuable insights to the project. This experience emphasized the importance of understanding each team member's strengths and motivations, leading to improved collaboration and project success.

Uma comunicação transparente e objetiva pode ser o fator fundamental para o sucesso de qualquer time. A ausência de alinhamento de expectativas reais contribui para o cenário de desmotivação dos colaboradores. Para evitar esse risco, a implementação de feedbacks recorrentes é uma importante estratégia a fim de que todos estejam cientes acerca das possibilidades e expectativas da empresa.

Em um ambiente de alta pressão, cada minuto conta e a rotina é pesada. Seja transparente com a equipe, defina objetivos claros de curto e médio prazo. Estabeleça ritos de governança onde todos participem e possam entender como está o resultado e a sua contribuição para ele. Erros devem ser colocados em pauta sem reprimendas, mas no intuito de melhoria contínua. Celebre pequenas vitórias.

When stepping into a new managerial role, I prioritize understanding my team's dynamics, strengths, and areas for growth. In one instance, I led a team facing collaboration challenges. To address this, I initiated individual meetings to learn about each member's background, aspirations, and work styles. This approach fostered trust and rapport, allowing me to leverage each person's strengths effectively. For instance, recognizing Sarah's expertise in data analysis, I entrusted her with a crucial task, resulting in valuable insights for the project. This experience highlighted the significance of building relationships based on understanding and respect, ultimately leading to improved collaboration and project outcomes.

In high-pressure environments, uncertainty often shrouds the road ahead. Instead of leaving your team in the dark, illuminate the path by sharing information openly and fostering open communication. Explain the "why" behind decisions, and empower them to ask questions. This transparency builds trust and fosters a collaborative journey towards shared success.

Transparent communication is key to establishing an environment of trust and mutual respect. Ensure that everyone on the team clearly understands the project's objectives, goals, and expectations. This lets them know what is expected of them and how they can effectively contribute.

Your goal is not to gain their respect. Provide leadership and do that well. It is only a fool that will not see that is worthy of RESPECT.

Empowerment: Assigning a new team member to lead a project with guidance and support. Delegation: Allocating a challenging project to a team member skilled in problem-solving for successful outcomes. Innovation: Encouraging brainstorming sessions that led to a breakthrough idea positively impacting the business. Recognition: Acknowledging and celebrating team wins after achieving significant milestones to boost morale. Development: Providing resources, tools, and training for team growth through workshops and skill-building opportunities.

Avoid micromanagement as a new manager; empower your team instead. Provide them with autonomy to make decisions and take ownership of their work. Delegate tasks based on their skills and interests, and equip them with necessary resources and training. Encourage innovation and learning from mistakes, while celebrating their achievements.

One of the biggest mistakes a new manager can make is to stifle their team's potential. Instead of dictating every step, empower them to own their work, make decisions, and solve problems. Delegate tasks based on individual strengths and provide the resources they need to ignite their creativity and innovation. Celebrate not just the final destination, but the ingenuity and growth demonstrated along the way.

Foster an environment where each member feels empowered to make decisions and take on responsibilities. Delegate tasks smartly, providing your employees with the autonomy they need to perform their jobs effectively. This not only increases their motivation and commitment but also demonstrates your confidence in their abilities.

In my experience, leading by example is paramount - modeling the behavior and attitude I expect from my team sets the tone for a culture of professionalism, ethics, and respect. However, more than just leading from the front, I believe in being an active part of the team. If your team is sweating to meet a deadline or overcome a challenge, you should be right there beside them, rolling up yor sleeves and offering support. I've witnessed firsthand the detrimental effects of managers who distance themselves from their teams during tough times - it's a scenario you should avoid at all costs. Collaboration and empathy are not just buzzwords to me; they're the foundations of effective leadership and teamwork.

As a leader, you should be the role model in terms of attitude, work ethic, and commitment to the job. Demonstrate integrity, humility, and empathy in your daily actions. Team members are more likely to respect and follow your lead if they see you practicing what you preach.

Lead with integrity, professionalism, and respect in all interactions. Be transparent, honest, and accountable for your actions. Stay open-minded and humble, willing to learn from others. Maintain a positive attitude, resilience, and optimism in challenging situations. Foster a supportive, collaborative, and inclusive environment within the team.

As the New Manager, initially it's little tough to work with a new team. To be true leader, one should work on developing a healthy relationship with his fellow people at workplace. One should learn to be calm in heavy work load as this pressure influences a negative impact on the team members, which in short affect their productivity.

Offer ongoing guidance and support to your employees. Create an environment where they feel comfortable sharing their concerns, ideas, and suggestions with you. Provide constructive feedback and acknowledge their accomplishments. By showing genuine interest in their professional and personal development, you'll strengthen the relationship and mutual respect.

Me gusta enseñar a mi equipo procesos que faciliten su día a día así como las guías y las herramientas, pero sobre todo dar tiempo para resolver las dudas y buscar juntos las soluciones.

As a new manager, mentoring your team is crucial for their growth and development. Offer constructive feedback, coaching, and guidance to enhance their performance and achieve their goals. Share your experiences and best practices, connecting them with resources for continuous learning. Recognize and reward their achievements, inspiring them to excel.

Recognize that each team member has different work styles, needs, and challenges. Be responsive to their individual needs and demonstrate flexibility in your leadership approach. This shows that you value their well-being and are willing to adapt to ensure their success and satisfaction at work.

Al trabajar con un equipo nos encontramos ante un sin fin de perfiles, como líder es mi deber entender cada uno de ellos y las necesidades que tienen, ver las posibilidades de ser flexible y adaptar esa necesidad para que el colaborador se sienta en armonía con su trabajo y vida personal.

As a new manager in a high-pressure environment, it's essential to be flexible and adaptable. Adjust your plans and priorities based on feedback and results. Embrace new ideas and approaches to enhance your team's performance. Stay proactive and agile in addressing challenges and conflicts.

By focusing on building relationships, setting clear expectations, providing support, fostering collaboration, and leading by example, you can effectively manage your team and contribute to their success and the overall success of the organization.

Remember, You're Human Too. It's okay to make mistakes and admit your shortcomings. This vulnerability strengthens your connection with your team and shows them that even in a high-pressure environment, it's possible to maintain a human touch. By acknowledging your limitations and showing willingness to learn, you inspire your team to do the same.

The role of the approachable and empathetic leader is pivotal in fostering a strong sense of belonging within the team. A leader who actively listens, demonstrates genuine interest in the concerns and needs of each member, and cares about their well-being, creates an environment where individuals feel valued and understood. This personalized attention strengthens emotional bonds and trust between the leader and team members, thus fostering an even deeper sense of belonging. When team members feel that their leader cares about them as individuals, they are more willing to fully commit to the team's objectives and strive for exceptional results.