How can you build team trust during a career transition?

Two way transfer of knowledge and experiences is also a great way to connect and learn. Gives you the opportunity to listen and peers to open up.

Trust is built by being consistent over an extended period of time. Calm, reasonable leaders who listen to input and alternative opinions, provide measured responses, even in challenging situations, create an environment where people feel safe. This psychological safety is the foundation of trust.

This is some thing that particularly those moving from high intellect, impressive consulting firms out into the rest of industry, would do well to fully understand. It’s not just about pretending to be humble. It’s about truly finding a way to be that. And this is not something that is typically encourage to know, fostered by the consulting business.

Being humble is often understated and overlooked, but its one of the most powerful weapons for getting things done. Relatability is a superpower if used wisely.

-Communicate as much as you can- listen and avail feedback to questions and queries. -Share the process and the expected outcome. -As a leader , only promise what you can deliver.

Start by understanding the team dynamics and the current power base structure of your new organization. Figure out who is who and what they contribute and whose opinions really carry weight. Have a plan but be cautious to make changes until you get a proper " Lay of the Land"

Being humble can never be stressed enough as it also helps your assimilation into thw new enviroment , but also be bald and firm in your values and confident in your skill set as this will enable you to value add to the new team/role and not just blend in.

Being humble is a quality and not an act. It is something you do not pretend to be but demonstrate in every way of communication- verbally, written or in person or even without saying a word. Simple magic words like please, sorry and thank you are easy yet very powerful words that one can use in all your communications to make the other person feel valued n respected. Body language with a little lean post when greeting/ talking or hands folded (not crossed) adds positively. Smile does wonders Most importantly be this person with not just your peers or seniors but most importantly with your teams as well.

Open to listen & learn the different perspectives even as you share your vision for the team; also need to be as open minded and accomodative so as to be perceived as a safe space for the team to express themselves

Servant leaders are great at retaining talented employees because they empower them. To empower team members delegate not only tasks but also some decision-making processes that will allow them to use their strengths but also work on at least one area of improvement. Use delegation as an opportunity to prepare them for future roles. Set clear expectations to minimize confusion and carefully assess if training is needed before delegation.

Own mistakes and pass on achievements should be the only mantra. Your team should principally know they are empowered to speak beyond to their levels beyond and also with any other support teams and get their work done in an efficient manner. And when needed they can always fall back on you.

Be who you are and play by your strengths. Be real in what you do and do it because you believe it to be true and make fair decisions not good or bad

Find quick wins to reward and celebrate. To build credibility within a team, it helps to find needs of the team members and partner with them to achieve their development needs. It also helps to find successes within the team that needs to be celebrated and rewarded. This means you have to invest time to connect with individuals one to one to learn 1. What their career aspirations are? 2.what achievements are they proud of? And take action on their responses to build trust. For those needs you can't meet. Be honest and provide feedback on your constraints.