It Is Important to Build Trust as a New Manager
New managers should not underestimate the importance of trust in building and leading a high performing team. Trust is the foundation for all healthy relationships. An absence of trust limits a team’s ability to have constructive debate, gain full commitment, and hold each other accountable for both results and behaviors.
Based upon data form thousands of management training programs, we know that when a team trusts each other and their boss, high performance is possible. When trust is absent or weak, people do not reach out for help, hesitate to challenge assumptions, fail to collaborate, resort to politics, and begin to disengage. Low levels of trust lead to low levels of performance.
Are You a Trustworthy New Manager
As a new manager, trust must be earned over time. To be “worthy” of your team’s trust, you need to have the competence and character to effectively plan, organize, lead, and manage your team.
Do your new managers have enough competence to be trusted?
To Build Trust as a New Manager
To create a high trust environment, ask your team to assess your trustworthiness in terms of leading your team to future success, demonstrating integrity, being honest and trustworthy, having open and honest communication, and caring about their professional development and career advancement. Then rigorously work to fill any gaps with targeted new manager training.
Before you begin to assess your trustworthiness as a new manager, be absolutely committed to self-improvement. If you are less than genuine in your desire to reflect, learn and build trust with your team members, they will see right through you.
To Re-Build Trust as a New Manager
If you learn that you have work to do in order to re-build previously damaged trust, here are five tips from new manager training program feedback on how to begin:
Which basic element of trust did you violate? From their point of view, did you fail at being competent, caring, honorable or authentic?
The Bottom Line
One of the most important steps as a new manager is to create an environment of trust so that people can play to their strengths, help each other to succeed, have constructive conflict, and hold each other accountable for high performance. The example you set as a new leader matters to your peers, to your boss, and to your team.
To learn more about how to build trust as a new manager, download 29 Research-backed Ways to Build Trust
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