{"id":2096,"date":"2024-06-19T16:32:14","date_gmt":"2024-06-19T19:32:14","guid":{"rendered":"https:\/\/longvision.com.br\/?p=2096"},"modified":"2024-06-19T16:32:16","modified_gmt":"2024-06-19T19:32:16","slug":"novo-lider-como-criar-conexao-e-confianca-com-o-time","status":"publish","type":"post","link":"https:\/\/longvision.com.br\/eng\/novo-lider-como-criar-conexao-e-confianca-com-o-time\/","title":{"rendered":"New leader: how to create connection and trust with the team?"},"content":{"rendered":"<p>If you&#039;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.<\/p>\n\n\n\n<p>In any case, the journey of a new leader can be challenging. Very challenging!<\/p>\n\n\n\n<p>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. <\/p>\n\n\n\n<p>To truly succeed, it&#039;s essential to build strong connections and establish an environment of mutual trust. And how can leaders achieve all of this?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The importance of connection and trust in leadership.<\/h3>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>So what benefits do connection and trust bring to leadership and the organization? Let&#039;s see!<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Benefits of a team and leader who connect and trust each other in the short, medium, and long term:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Improved communication:<\/strong> Teams and individuals who trust each other communicate more openly, efficiently, and transparently.<\/li>\n\n\n\n<li><strong>Greater collaboration:<\/strong> Trust fosters collaboration, enabling team members to work together more effectively.<\/li>\n\n\n\n<li><strong>Reducing unproductive conflicts:<\/strong> The connection between team members reduces the incidence of pointless conflicts and facilitates the building of productive conflicts around the best ideas and solutions.<\/li>\n\n\n\n<li><strong>Increased motivation and engagement:<\/strong> When leaders establish trust, employees feel more motivated and engaged in their tasks, as well as in their relationships.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">And how can a leader build trust and create more connections between people and teams?<\/h3>\n\n\n\n<p>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?<\/p>\n\n\n\n<p>There are methodologies, dynamics, and training programs that can be applied to teams. In other words, the way leaders\u2014whether new or experienced\u2014can build trust in their teams is through practice.<\/p>\n\n\n\n<p>In other words, it doesn&#039;t happen overnight. However, as has been proven, it is indeed very possible! <\/p>\n\n\n\n<p>So, see which methodologies can help you on this path.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">The Five Behaviors Methodology for New Leaders <\/h4>\n\n\n\n<p>In summary, The Five Behaviors is a methodology developed to help teams work better together, based on the best-selling book &quot;The Five Dysfunctions of a Team&quot; by Patrick Lencioni. The five essential behaviors to be developed using this method are: Trust, Productive Conflict, Commitment, Responsibility, and Focus on Results.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">DiSC methodology for new leaders<\/h4>\n\n\n\n<p>The DiSC methodology, on the other hand, serves as a support tool for understanding the behavioral profiles of each person, especially in the workplace.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Some practical strategies for a new leader.<\/h3>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>However, some tips can be helpful in the meantime, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Transparent communication:<\/strong> New leaders should share their expectations, goals, and feedback clearly and honestly. This helps create an environment where team members feel informed and valued.<\/li>\n\n\n\n<li><strong>Relationship development:<\/strong> Investing time in getting to know each team member is crucial. New leaders can schedule one-on-one meetings to better understand each employee&#039;s motivations, goals, and concerns.<\/li>\n\n\n\n<li><strong>Promoting a supportive environment:<\/strong> 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&#039;s contributions.<\/li>\n<\/ul>\n\n\n\n<p>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.<\/p>\n\n\n\n<p><strong>Learn more about how confidence-building and connection training for new leaders works:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/longvision.com.br\/eng\/five-behaviors\/\" target=\"_blank\" rel=\"noreferrer noopener\">The Five Behaviors<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"https:\/\/longvision.com.br\/eng\/solution\/disc-workplace-workshop\/\" target=\"_blank\" rel=\"noreferrer noopener\">DiSC Workplace Workshop<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"https:\/\/longvision.com.br\/eng\/solution\/new-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\">New Leaders<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"https:\/\/longvision.com.br\/eng\/solution\/connection-communication-and-collaboration\/\" target=\"_blank\" rel=\"noreferrer noopener\">Connection, Communication and Collaboration<\/a><\/strong><\/li>\n\n\n\n<li><strong><a href=\"https:\/\/longvision.com.br\/eng\/solution\/the-work-of-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\">The Work of Leaders<\/a><\/strong><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>Se voc\u00ea \u00e9 um novo l\u00edder, imagino que estejam se [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":2100,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[28],"tags":[],"class_list":["post-2096","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lideranca"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Novo l\u00edder: como criar conex\u00e3o e confian\u00e7a com o time?<\/title>\n<meta name=\"description\" content=\"Voc\u00ea \u00e9 um l\u00edder que acaba de assumir um time, seja numa nova ou atual empresa. 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