If you're a new leader, I imagine many scenarios are going through your head, regardless of whether you took on the role at a new company or were promoted from a company where you already worked.

In any case, the journey of a new leader can be challenging. Very challenging!

Taking on the responsibility of leading a team, often composed of individuals with different personalities, profiles, skills, aspirations, vulnerabilities, histories, and abilities, requires more than just technical knowledge.

To truly succeed, it's essential to build strong connections and establish an environment of mutual trust. And how can leaders achieve all of this?

The importance of connection and trust in leadership.

Connection and trust are the cornerstones of a high-performing team. Without them, communication is impaired, collaboration is limited, and unproductive conflicts are more frequent. For a new leader, establishing these elements from the start can set the tone for long-term success.

So what benefits do connection and trust bring to leadership and the organization? Let's see!

Benefits of a team and leader who connect and trust each other in the short, medium, and long term:

• Improved communication: Teams and individuals who trust each other communicate more openly, efficiently, and transparently.
• Greater collaboration: Trust fosters collaboration, enabling team members to work together more effectively.
• Reducing unproductive conflicts: The connection between team members reduces the incidence of pointless conflicts and facilitates the building of productive conflicts around the best ideas and solutions.
• Increased motivation and engagement: When leaders establish trust, employees feel more motivated and engaged in their tasks, as well as in their relationships.

And how can a leader build trust and create more connections between people and teams?

Sure, bringing you the benefits here is simple, you might be thinking. But what about in everyday life? How do you do it and how do you build all of this?

There are methodologies, dynamics, and training programs that can be applied to teams. In other words, the way leaders—whether new or experienced—can build trust in their teams is through practice.

In other words, it doesn't happen overnight. However, as has been proven, it is indeed very possible!

So, see which methodologies can help you on this path.

The Five Behaviors Methodology for New Leaders

In summary, The Five Behaviors is a methodology developed to help teams work better together, based on the best-selling book "The Five Dysfunctions of a Team" by Patrick Lencioni. The five essential behaviors to be developed using this method are: Trust, Productive Conflict, Commitment, Responsibility, and Focus on Results.

Thus, the training focuses on these pillars as a means of developing trust and reducing team dysfunctions, including a lack of connection when it comes to new leadership.

DiSC methodology for new leaders

The DiSC methodology, on the other hand, serves as a support tool for understanding the behavioral profiles of each person, especially in the workplace.

That is, it classifies individuals into four main profiles: Dominance (D), Influence (i), Steadiness (S), and Compliance (C). Each profile has its own characteristics, motivations, and forms of communication.

Therefore, when both methodologies are applied, you have a complete and powerful package for self-awareness, development, and understanding of the whole within a team.

Some practical strategies for a new leader.

Ideally, applying the training based on the methodologies mentioned above is essential. This is because the tools provide the official diagnosis and direction to move forward.

However, some tips can be helpful in the meantime, such as:

• Transparent communication: New leaders should share their expectations, goals, and feedback clearly and honestly. This helps create an environment where team members feel informed and valued.
• Relationship development: Investing time in getting to know each team member is crucial. New leaders can schedule one-on-one meetings to better understand each employee's motivations, goals, and concerns.
• Promoting a supportive environment: Creating an environment where team members feel safe to express their ideas and concerns is essential. This can be done by encouraging active participation in meetings and recognizing everyone's contributions.

Therefore, basically, creating and maintaining an environment where people can express themselves without fear is fundamental, in addition to building quality time with team members, beyond working hours.

Learn more about how confidence-building and connection training for new leaders works:

• The Five Behaviors
• DiSC Workplace Workshop
• New Leaders
• Connection, Communication and Collaboration
• The Work of Leaders