Sie sind ein neuer Manager. Wie können Sie sicherstellen, dass Ihr Team Sie respektiert?

Respect and trust is something that is earned overtime, it is not something you will magically walk into or something you can pull out of your team immediately. As you take time to truly get to know your team, and invest in their growth, that respect you are longing with grow. It's also important to note here that you will likely find it difficult to gain respect if you are not demonstrating respect and trust back. It is a mutual respect that is grown over time through building rapport.

I will: 1. Lead by example. 2. Be knowledgeable about all my team members' roles and responsibilities and the effort they put into performing each task. 3. Commit to my promises to them 4. Be on the ground and provide hands-on support to my team when the situation requires it. 5. Impress them with my actions, decisions, and the successful way I deal with every situation, especially challenging ones. 6. Always recognize their effort and contribution to the team's success. 7. Inform them in advance about any difficulties they may encounter and offer solutions to make their lives easier. 8. Not contact them during their vacations or weekends to discuss work, and I will respond to their concerns promptly.

Be yourself and lighten up a bit. No need to be super serious always. Focus on listening first to understand your new team's needs and challenges. Ask for their guidance on the best ways to manage them. Share your leadership approach and be transparent about still learning the ropes. Solicit constructive feedback regularly. Follow through on commitments to build trust. Communicate with humility, empathy and appreciation for their work. Delegate decisions appropriately to avoid micromanaging. Be willing to roll up your sleeves alongside them when needed. Discuss ideas as a mentor and coach, not just issuing directives. With patience and emotional intelligence, you can lead in a way that feels supportive, not superior. Respect will follow.

Demonstrar os comportamentos de humildade, respeito e que está lá para somar e desenvolver. As pessoas sentem quando alguém chega intimidando. E respeito se ganha a medida que você demonstra, de forma consistente, que está lá para desenvolver, direcionar, apoiar e guiar o time para atingirem seu máximo potencial.

Be a person of your word. At my organization, EducateLLC, one of our core values is to “Build Team w Mutural Respect”. Underneath that value is the idea of “doing what you say you’ll do”. One of the fastest ways to lose the trust of new team members is to become untrustworthy. Often, one of two things will occur. Either your team will not take you seriously, and/or they may see your inconsistency as a window into the culture of the organization.

I think communication is the biggest factor when becoming a new manager because it will be new to them too. You have to adjust to each other and communicating needs specifically like: feedback, personalities, honesty, and trusting everyone's abilities.

This is done best when you work together as a team to build your communication and workflows. Take time to create a team charter and discuss expectations that you have for the team and the expectations they have for you as a leader. This is all a part of building rapport and trust overtime. Once you set up your initial communication channels, check back in often. Don't be afraid to experiment and find what works best for the team.

Esteja presente, mesmo que virtualmente, mas esteja presente. Lembre que lideranças tem a responsabilidade principal de cuidar, desenvolver e direcionar pessoas, resultados são consequências disto.

In my experience, "Take out the trash." You can do what you expect of your direct reports. To be an effective leader, you must communicate expectations, provide support when needed, and listen to your team's concerns. Consistent decision-making and genuine interest in each team member's well-being will help build trust. Lead by example with professionalism, empathy, and accountability to earn your team's respect and commitment to success.

Continuous learning and improvement is very critical. You don't understand anything until you learn it more than one way.”—Marvin Minsky. One has to embrace the culture of a life long learner. Lifelong learners tend to develop resilience in the face of adversity. They are better equipped to overcome challenges and setbacks, using their knowledge and skills to find solutions and maintain a positive outlook. When you continuously learn and grow, you build a strong foundation for resilience.

A common mistake new managers make is of parallel implementation. Immediately on joining a new team they get eager to implement the same set of rules/ activities that worked with their previous team, as it is their strong trait. The team sees that as dominance as each team has its own working style, skill set and objective . Firstly, time should be invested by a manager to understand team dynamics and then contribute their knowledge accordingly.

Try to lead with true authentic vulnerability. Be vulnerable with your team. It doesn’t mean you need to share every thought with your employees and team, however fostering the right amount of psychological space to share by role modeling how to do it will make your team more productive and efficient at the end, and will probably make them follow you not just our of authority.