You're restructuring your team for growth. How can you cultivate trust and collaboration in the process?

One thing I've found helpful is separating vision from execution and process. It's important to identify the why. What are we dissatisfied with? It's hard to change anything if there's no good reason. Invite people to dream and share what's possible with the vision. Who and/or what are the stakeholders? What are the benefits? Build the most compelling vision possible. Participation is mandatory. Everyone gets to play. If the vision isn't compelling, it's D.O.A. After the vision is thoroughly flushed out, it's time to break it apart and identify the obstacles. Keep those two discussions separate. Then start planning execution.

Understand Customer Needs: Conduct empathy exercises and gather direct feedback. Facilitate Collaboration: Ensure transparent communication and collaborative decision-making. Measure Satisfaction: Use surveys and qualitative methods to gauge customer satisfaction. Track Outcomes: Assess how servant leadership contributes to positive customer outcomes. Continuous Improvement: Iterate based on feedback to enhance customer experience. Develop Relationships: Build trust and prioritize long-term customer relationships. Empower Teams: Enable teams to make customer-centric decisions autonomously. Document Impact: Analyze data and share learnings for ongoing improvement.

Foster an environment of transparency and reliability. Ensure that team members are honest in their communications and consistent in their actions to build a solid foundation of trust.

- Building trust within team is very important factor for successful and self managed team. - Share vision and involve whole team for planning and decision making steps. - This way team will feel inclusive and motivated by giving them feeling of ownership. - Regular update on plan changes to team and be open for feedbacks from team, creating positive inclusive environment within team.

Hold regular meetings to discuss progress, address issues, and gather feedback. Encourage team members to ask questions and offer suggestions, showing that their voices matter. By actively listening and responding thoughtfully, you’ll foster a culture of mutual respect and understanding, making the transition smoother for everyone.

Creating open dialogue when launching a new project is essential as change can bring about uncertainty and anxiety so I encourage open communication. I hold weekly Monday meetings to ensure that everyone on my team has a platform to express their thoughts and concerns. Promoting dialogue is not just about listening; it is about acting on the feedback received. I want my team to see that their input leads to tangible changes and improvements. This helps in addressing immediate issues and builds a culture of continuous improvement and collective problem-solving. When team members feel heard and see their ideas being implemented, their trust in the leadership and the process increases significantly. This makes for a successful project 😊

1. Open Channels: Keep communication easy and accessible. 2. Listen Actively: Pay attention to others' thoughts and feelings. 3. Ask Questions: Encourage curiosity and understanding. 4. Create a Safe Environment: Make sure everyone feels comfortable speaking up. 5. Acknowledge Contributions: Recognize and appreciate everyone's input.

Encourage open and inclusive conversations where everyone feels heard. Regularly hold meetings and provide platforms for team members to share ideas and feedback.

- Open communication is key to promote creativity and positive environment within team. - Share and discuss everyone's view and allow everyone to express their innovative ideas and discuss within team about pros and cons. - Listening actively and discussing will give feeling of satisfaction that their views are being considered and hence motivates team to speak up.

Give teams the autonomy to make decisions and take ownership of their work. Trusting teams with responsibility boosts morale and fosters a sense of accountability.

Provide opportunities for skill development and growth, showing that you believe in their potential. Trust them to handle their responsibilities and offer support when needed.

- Empowering team will create self managed teams. - Delegate and share responsibilities with team members for smaller and bigger tasks when possible. - Allow team members to take decisions on their own, trust them and help them when needed. - This will motivate team and gives them feel of ownership and they feel responsible.

Lead by example by engaging the team to define the restructuring. You set the example, engage the team taking advantage of their wisdom, gain ownership and commitment. Ask someone to facilitate a workshop with you and the team and you'll see a major difference.

Demonstrate the behaviors and attitudes you expect from your team. Show integrity, dedication, and a collaborative spirit to inspire your team to follow suit.

Demonstrate the values and behaviors you want to see in your team, such as transparency, integrity, and respect. Show your commitment to the process by being actively involved and approachable. Handle challenges with a positive attitude and a problem-solving mindset. By setting a strong example, you inspire your team to follow suit, fostering a culture of trust and collaboration.

- Leading by example will always motivates all team members to contribute with leader's example. - Leadership style will set the power dynamics for complete team. - By treating and demonstrating respect, open culture and transparent decision making collectively creates trust among each other and team feels responsible and motivated for their work and celebrates success collectively.

Acknowledging team efforts during restructuring boosts morale and fosters a supportive, goal-oriented work culture, ensuring teams remain motivated and aligned towards achieving organizational goals effectively.

Acknowledge and celebrate individual and team accomplishments. Regular recognition motivates teams and reinforces positive behaviors.

It is vital to help our colleagues know and “feel” that we care for them. Our concern must be sincere and must be expressed by action. When we take actionable steps to nurture … we actively build collaborative teams by creating psychologically safe spaces. When we engage in actions like: helping to create effective development plans, offering balanced feedback in digestible doses (from a place of concern), speaking truthfully and removing all passive aggressive behaviors we begin to build the foundation for trust and safety. This foundation then helps to create teams that WANT to collaborate and want to invest their discretionary effort.

I believe you have to initially explain to your team your plan of action and ensure to them adjustments are happening not due to a lack of performance. If you had a co-worker who was underperforming I would make sure that person was released or counseled prior to any additional actions. Next I would encourage, demonstrate, train, educate, and monitor the transition to ensure success. As a leader you will have to realize everyone will not grasp the change as quickly as others but if your confident in your plan, it will work.

1. Learn and Develop: Offer opportunities for learning new skills. 2. Set Goals: Define clear objectives for everyone. 3. Share Feedback: Encourage open communication for improvement. 4. Support Each Other: Foster mentorship and teamwork. 5. Celebrate Success: Recognize achievements to inspire continued growth.

Invest in the professional development of your team members. Provide opportunities for learning and growth, encouraging them to continually enhance their skills and knowledge.