How do you build trust when team members are at odds?

1 Identify the root causes

The first step to building trust when team members are at odds is to identify the root causes of the conflict or mistrust. Is it due to personality clashes, communication breakdowns, role ambiguity, unrealistic expectations, or different values and goals? By understanding the sources of the problem, you can address them more effectively and avoid making assumptions or jumping to conclusions. You can also use tools such as the Thomas-Kilmann Conflict Mode Instrument (TKI) to assess how your team members prefer to handle conflict and find the best approach for each situation.

2 Communicate openly and respectfully

The second step to building trust when team members are at odds is to communicate openly and respectfully. This means creating a safe and supportive space for your team members to express their views, feelings, and needs, without fear of judgment, criticism, or retaliation. It also means listening actively and empathetically to each other, acknowledging different perspectives, and asking clarifying questions. You can use techniques such as active listening, paraphrasing, summarizing, and mirroring to enhance your communication skills and show your team members that you care and respect them.

4 Provide feedback and recognition

The fourth step to building trust when team members are at odds is to provide feedback and recognition. This means giving constructive and timely feedback to your team members on their strengths and areas for improvement, and helping them develop their skills and potential. It also means recognizing and appreciating their efforts, achievements, and contributions, and celebrating their successes. You can use methods such as the sandwich technique (positive-negative-positive feedback), the STAR (Situation, Task, Action, and Result) model, and the 3-1-1 rule (three praises, one suggestion, and one thank you) to give effective feedback and recognition.

5 Encourage collaboration and cooperation

The fifth step to building trust when team members are at odds is to encourage collaboration and cooperation. This means creating opportunities for your team members to work together on projects, tasks, and challenges, and facilitating their interaction and communication. It also means promoting a culture of learning and sharing, where your team members can exchange ideas, knowledge, and feedback, and support each other's growth and development. You can use techniques such as brainstorming, problem-solving, peer coaching, and mentoring to foster collaboration and cooperation among your team members.

6 Model trust and integrity

The sixth and final step to building trust when team members are at odds is to model trust and integrity. This means leading by example and demonstrating the behaviors and attitudes that you expect from your team members. It also means being honest, transparent, accountable, and consistent in your actions and decisions, and admitting your mistakes and apologizing when necessary. You can use strategies such as self-reflection, feedback seeking, trust building exercises, and ethical decision making to enhance your trustworthiness and integrity as a team leader or manager.