Part 3: #4 & #5
4. Lack or Absence of Trust
Trust is an essential component of effective leadership.
Leaders who fail to establish trust with their team members risk creating a toxic work environment that hinders productivity and motivation.
Establishing trust requires effective communication, respect, following through, and leading by example.
Effective communication is the first step in developing that trust. For some, trust is earned.
There are multiple ways to gain that trust. For instance, being vulnerable and transparent, including accepting responsibility, are critical elements to trust.
Once trust is developed, teammates can then feel more comfortable to engage in constructive conflict.
Trust is also a critical component of building relationships with team members. Leaders who are trustworthy are able to establish a foundation of mutual respect and accountability.
Trust is built over time through consistent actions and communication.
Leaders should strive to be reliable and consistent in their interactions with team members, and to follow through on their commitments.
What to do instead:
- Communicate regularly with your team members and keep them informed of relevant information.
- Show respect towards your team members by valuing their opinions and ideas.
- Follow through on your commitments and hold yourself accountable.
- Lead by example by demonstrating the values and behaviors you expect from your team members.
5. Failure to Adapt
Leaders who fail to adapt to changing circumstances risk becoming irrelevant and hindering progress.
Leaders should be open to finding common ground, listening to new ideas, and challenging the status quo.
“We’ve always done it this way” is not a strategy.
The only thing that is certain is change and uncertainty. If nothing else, we’ve learned that in recent history. And it isn’t the first time and won’t be the last.
Those leaders who can pivot with their team will seize an opportunity out of change.
Just like a basketball player pivoting to change direction, a leader must do the same with his team.
What to do instead:
- Be open to innovative ideas and perspectives.
- Welcome all feedback and invite all team members to participate in the strategies related to change.
- Challenge the status quo by asking “why” and “what if” questions.
- Find common ground by identifying shared goals and values.
- Look for problems to address and welcome a problem-solving process to address them.