Hey did you hear? Prime Minister Trudeau admitted there was an ‘erosion of trust’ occurring in his office; he was unaware of it (based on what came out in the recent Canadian justice committee inquiry). Imagine his disappointment to find that people did not feel comfortable coming to him with concerns.
Well sadly, he is not alone, many leaders realize a little late that there are issues or an underground culture (where they are excluded) in their workplace. It may not come to light until exit interviews, employee surveys or worse, formal complaints.
There may be hints that you're being left out, despite having an 'open door policy' :
You already know that it is the leader's responsibility to create an atmosphere where people feel safe to be forthright and candid. But to maintain the openness, your team need to know:
The good news is there are things you can do to create more of a trusting environment where people will keep you in the loop!
7 Ways to Develop More Openness & Trust
1. Show You Are Open to Different Views
Encourage your team to bring forward a different perspective than yours, welcome it... often. Why not hold meetings where you deliberately poke holes in plans; promoting debate to differ and discuss deliberately. Hone in on healthy scepticism focused at making things better.
Caution: Your role would be to probe, ask for more information and demonstrate interest vs convince them of your way.
2. Really Listen
Practice active listening by reframing what you hear when people open up in meetings or within the office, illustrating that you understand their point. Resist inferring your own ideas or disagreement which may shut them down or cause them to do an 'end run' around you.
Caution: These are times for you to listen and encourage, not squash!
3. Be Interested in Them as People
Get to know each of your team members more personally. A great way to develop good relationship is understanding where people come from, what their family situation is like and what they do on the weekends. Show that you care about them by celebrating their work anniversary and/or birthdays (with permission).
Caution: You are not their best friend, be interested but not involved in their life!
4. Lose the Labels
Avoid putting a label on anyone. Some mistakenly tag people as a troublemaker, not a team player, or loud-mouth when they are a vocal team member. Speaking negatively about others creates a lack of safety to speak up. It also appears disrespectful and judgemental when overheard.
Caution: Careful not to name-call bosses, clients or your peers either
5. Participate in a 360 Feedback Assessment
Show your team that you are interested in what they think about you as a leader. Then openly and humbly share insights that you discover. Be sure to say thank you! If you've already had one, reflect on what you learned? How healthy is communication in your workplace?
Caution: Do not negate any feedback by assuming you know who it came from!
6. Be Available
I hear 'my boss is too busy to meet' all the time these days! Don't be that person. Show your people you make them a priority. Protect meeting times in your schedule without cutting them short. Put your phone down, leave the computer alone and don’t bring either along when meeting with them. When you say your door is open it means leave the door figuratively and literally open and that you will MAKE time for them!
Caution: Your actions speak louder than words!
7. Remain Professional at All Times
Remember, as a leader, you are being watched by your team. This means paying attention to how you act both inside and outside of work hours. Avoid sharing awkward personal information and negative opinions about the company – these can erode trust or repel working relationships.
Caution: If you go out for drinks with your team, careful you don’t drink too much!
Don't get caught off guard! To avoid hearing about issues after the fact, keep working on the kind of environment that is inclusive and open to differences. This is what builds a strong healthy team! The more you listen, learn and demonstrate your own trust, the more likely they’ll include you in their triumphs and their troubles.
Reach out to me if you struggle with a team that has cut you out. I offer a number of custom solutions to help teams to reconnect and open up!
Image by @raw_pixel CC0 Unsplash
Elaine Adamson is a leadership consultant with Dots Leadership Solutions Inc. A natural dot connector. Passionate about coaching team effectiveness and leadership development she shares over 25+ years of real-life tips and tricks that really work!
Elaine believes you can discover and leverage strengths to forge a strong team dynamic despite business challenges or organizational change.