How do you build trust and rapport with your employees and other people development stakeholders?

> Communicate openly and honestly, even during challenges. > Share information readily and follow through on commitments to build credibility. > Show genuine interest in their perspectives. Practice active listening and acknowledge their concerns. > Publicly acknowledge achievements and contributions. > Celebrate successes and show appreciation for their efforts. This fosters a sense of value and strengthens relationships.

Continuously demonstrating authenticity and transparency is a great way to build trust with your employees and people development stakeholders. This is because when people trust you, they are more likely to be authentic and transparent themselves. Ultimately, leading to better outcomes for everyone.

Being authentic and transparent with your team is like building a strong foundation for a house. You wouldn't use flimsy materials or hide cracks in the walls, right? Show your team the real you, your strengths (support beams) and weaknesses (areas that need reinforcement). A bonus tip I would add from experience is: Don't be afraid to roll up your sleeves! Authenticity is about actions, not just words. Be approachable and open to feedback (listen to the workers on the site). Show your team you're willing to get your hands dirty (tackle challenges together). This down-to-earth leadership style will foster a strong foundation of trust and respect within your team!

Do what you say you are going to do and be mindful of how your words and actions will affect others. I am a strong believer in knowing your limits, yes it is nice to be perceived as the "go-to", or "strongest" person but if you know what your limit is and communicate that to begin with, people will respect it more than if you overreach and underachieve. Do not lose that can-do attitude - but don't shy away from being human!

> Truly listen to their needs, concerns, and ideas. Be transparent about decisions and provide clear explanations. > Keep communication channels open, share information regularly, and involve them in decision-making where possible. > Show genuine care for their well-being and professional development. > Value their contributions and perspectives.

I've found that understanding and valuing diverse backgrounds and motivations is key to strengthening relationships and boosting engagement. Showing empathy ensures everyone feels heard and valued—a cornerstone of a supportive, safe working environment. By actively listening to our team members and employees, learning about their experiences and aspirations, and showing genuine interest in their wellbeing, we can tailor support and development opportunities to meet their unique needs. There isn't a one-size-fits-all approach, you have to adjust to everyone :)

While empathy may seem irrelevant in business, it's not. Showing empathy to teammates, other employees, and leaders is the best way to foster an environment that is supportive of everyone's personal and professional development.

Knowledge speaks, but wisdom listens. Understanding the diverse personalities and motivations of each individual is crucial for building empathy. There are various frameworks to learn how to do this, and one of the most effective ones is the Enneagram.

Maybe it’s just me but this sounds really inauthentic and contrived. When did we stop communicating human to human so that we have to read tips to show curiosity and empathy because it’s clearly not happening naturally?

It's easy to focus on problem-solving the bad and not celebrating the good, but it's important to be intentional about doing so. Providing support and recognition in people development programs is critical for participants to thrive and feel a sense of accomplishment.

Fornecer suporte e reconhecimento é como ser o torcedor que sempre está na arquibancada, aplaudindo não só os gols, mas também as tentativas. No mundo das vendas, imagine um gerente que celebra cada venda fechada, mas também reconhece o esforço por trás das tentativas não bem-sucedidas, oferecendo suporte para melhorar. Isso mostra aos funcionários que ele valoriza tanto o processo quanto o resultado, criando um ambiente de confiança e encorajamento. Os colaboradores sentem que podem crescer e aprender, sabendo que estão sendo apoiados em cada passo. Isso não só melhora o desempenho individual como também fortalece o espírito de equipe, pois todos se sentem parte de um esforço coletivo para evoluir.

Seeking feedback is critical to ensure you're able to improve your people development programs continuously. Without doing this, you risk offering irrelevant content and programs that aren't engaging.

Your word is you and it endures forever. Your word should align with your principles and be consistent. This is your biggest asset and weapon. Leaders are defined by it and they would stake everything in order to keep it. Keeping your word is key to being trustworthy and reliable. Do what you say or don't say it. This way you will attract the best talent and form an enviable team.

It's important to understand that you can't always say yes to everyone and expect to earn the trust and respect of your team. Making tough decisions and occasionally saying no is essential for maintaining credibility and fostering a culture of accountability and respect among your colleagues.

Se divertir e aproveitar com a equipe é como comemorar cada gol juntos, não importa o tamanho. No mundo de vendas, isso pode ser tão simples quanto celebrar cada contrato fechado com um pequeno ritual, como tocar um sino ou fazer uma breve reunião virtual de comemoração. Esses momentos de descontração criam laços e mostram que você valoriza não só os resultados, mas também o bem-estar e a motivação da equipe. Quando os funcionários veem que o líder se importa com o clima do time e promove um ambiente agradável, eles naturalmente desenvolvem confiança e se sentem mais integrados. Isso faz com que sejam vistos como um líder que realmente se empenha no desenvolvimento de todos, tanto profissional quanto pessoal.

Lets look at what blocks building trust and rapport; Lack of sincerity, authenticity and consistency. Poor communication between leadership, employees, and stakeholders and not clear, consistent, and transparent. Lack of alignment between words and actions: Leaders who say one thing but do another. Neglecting feedback: Not taking into account or recognising opinions, suggestions, and feedback . Lack of respect for diversity and inclusion. Inadequate training and development opportunities Lack of authentic recognition or appreciation Not addressing conflicts promptly or fairly. Ignoring individual needs. Inconsistent or non-transparent decision-making processes. My view : Real world examples to address before launching any initiatives.

You can’t have trust without vulnerability. You must be willing to show up in and admit your mistakes and weaknesses. And when given feedback you must be willing to receive it rather than reject it. (Note: you don’t have to accept it just receive and consciously consider its validity.)