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How new leaders build trust

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in Best-Practices Leadership,Leaders & Managers

Stepping into a new leadership position? The first few weeks on the job can have a huge impact on just how much faith your employees and your boss have in your ability to handle your new gig. Follow this advice to start off on the right track:

•  Don’t change who you are. You were promoted into the role as you are, so there is no need to change to fit some preconceived notion of what a leader looks, acts and sounds like. Yes, you need to be professional, decisive and tough (when necessary). Still, you will be a much more successful leader if you present your authentic self.

•  Own who you are—warts and all. It’s difficult enough to manage a team for the first time, but if you are riddled with insecurities and self-doubt, you make the job much harder. Know your strengths and accept your weaknesses. Then openly work to make improvements by taking training and asking for coaching. Admit when you don’t know something, and ask for and accept advice. Your “realness” will make people trust you.

•  Make your team the top priority. Your plans and decisions should always be in the best interest of your employees. You should never put your own agenda above the needs of your team, and you should work as hard as employees to meet goals. If you do those things, your employees will gladly follow your lead.

— Adapted from “Deceptively Simple Leader­­ship Advice for New Managers,” Jennine Heller, Fast Company,

{ 1 comment… read it below or add one }

Petros Rigas September 14, 2015 at 4:12 am

There are two quick ways to disaster: taking nobody’s advice and taking everybody’s advice.  A good leader is a person who takes a little more than his share of the blame and a little less than his share of the credit – John Maxwell 1994.

As a new leader you need to embrace change and learn by listening and giving attention to key stakeholders on your job. You take different perspectives and you balance opinion and finally come up with your own decisions.

Yes surely you can’t change who you are but you can definitely adopt certain practices that help you engage your team better. If you are an introvert, this should not imply you should manage the whole team without engaging them on a face-to-face basis. You may need to step outside your comfort zone for a while and attempt to engage people so you can build trust. It’s only when your team trusts you that they start committing themselves to the organization’s goals and objectives.


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