Mariya Arshaluysyan is a certified leadership coach for female managers. Mariya's professional journey in leadership started over 15 years ago when she decided to pursue a PhD. When Mariya was appointed to her first managerial role as a Head of a Training and Consulting Center while a University lecturer she realized that leadership is a transformation process that cannot happen in a classroom.
Creating a harmonious team environment begins with psychological safety, forming the bedrock of team dynamics that benefit the organization over time. Building trust is the foundational step toward fostering psychological safety.
Trust removes judgment from team dynamics, leading to:
Candid and assertive communication
Acceptance of personal mistakes
Innovation and experimentation
The key to building trust in a team
For many female leaders, the question of how to build trust within a team is paramount. Trust provides the essential foundation for effective leadership. It's encouraging to see that new leaders recognize its importance alongside the challenges it brings.
According to PWC’s Trust Survey 2024, 61% of workers believe that their employer's lack of trust impacts their job performance, while 93% of executives affirm that trust boosts the bottom line. However, maintaining trust is challenging, with a notable trust gap: 86% of executives trust their employees, but only 60% of employees feel trusted. This discrepancy highlights a need for better trust-tracking structures.
Building trust necessitates dedication, time, and effort, but maintaining it can be even tougher. A proactive mindset and consistent actions are vital. Fortunately, new leaders don’t need extensive experience to start; caring for people is a fundamental step.
As an emerging leader, you don’t need confidence to do what is fundamental in building trust: to care about people.
1. Establish relationships and lay trust foundations
Building trust in a team starts with establishing rapport with each member. Leverage your natural strengths as a female leader to form these connections.
Individual interactions reveal genuine interest in team members, accelerating your learning and helping identify each member's strengths for appropriate delegation.
To avoid common pitfalls:
Be intentional in building foundational work.
Don’t postpone individual meetings; they're crucial.
Listening can help managers take meaningful steps toward building trust and strengthening relationships within their teams. In fact, 68% of employees consider listening very important for building trust.
Action guide:
1. Schedule immediate one-on-one meetings to understand your team members. Start with curiosity and active listening.
Learn about their background, find out what drives them in life, and discover what makes their work fulfilling.
Find out what they enjoy doing and what they do not enjoy doing.
Learn about their role, projects, challenges, and cross-functional collaborations with other parts of the organization.
Explore what it would look and feel like for them to work in a great team.
Determine the best way to support them as a team leader.
2. Use tools like Doodle to offer flexible meeting times, ensuring transparency.
3. Post-meeting, quickly note key insights about each member's roles and challenges.
2. Define “the rules of the game”
To function successfully, any team needs a solid structure. In this case, establishing boundaries and defining guiding principles (values) will ensure consistency in demonstrating behaviors aligned with the team’s values. This approach brings predictability into team dynamics, making it easier to manage the team.
It is important to involve your team in this activity to ensure transparency and respect for their opinions. Securing their input on decisions that concern them is essential. According to PwC’s report, 83% of employees would trust their organization more if they were involved in significant decisions.
Organize a team-building session to collaboratively define values and boundaries in a relaxed setting.
Action guide:
After individual meetings, facilitate a two-hour team workshop.
Collaboratively define values that guide behavior, such as non-judgment: "We don't judge mistakes; we help improve."
Set boundaries and rules for healthy relationships, such as resolving conflicts directly with the involved team member.
Organize a team-building activity, either outside or in the office, where you can discuss and brainstorm boundaries and values with the team. Ensure the activity takes place in a relaxed atmosphere.
3. Keep the momentum to maintain trust
Maintaining trust doesn't require confidence. Genuine care is key. Here are trust-maintenance principles from my leadership experience:
Be congruent: What you say and what you do should match; otherwise, you won’t be reliable.
Be approachable and available: This will contribute to improving your team's performance and your time management.
Show genuine interest in your team: Ensure that everyone is in good physical and psychological shape.
Be transparent and honest: Do not hide information from your team or compete with any of your team members.
Be authentic: Do not try to be someone you are not. If you notice a situation or behavior that does not align with the team’s values, explore it with your team and discuss how it can be changed.
Show your trust by delegating: Delegating tasks creates conditions that contribute to your team’s growth.
Be consistent with words of appreciation: Offer praise when your team supports you.
Always acknowledge their progress and small wins.
Building trust and respect as a new female leader involves consistent effort, clear communication, and emotional intelligence. By following these tips, you can create a positive team dynamic that fosters collaboration, innovation, and mutual respect.
Remember, effective leadership is a journey. With these strategies, you are well on your way to earning trust and inspiring your team.
If you are interested in learning leadership tools to navigate leadership with confidence and build trust with your team, upwards, and stakeholders, here is my gift: Leadership Toolbox for free download.
Mariya Arshaluysyan, Leadership Coach & Founder
Mariya Arshaluysyan is a certified leadership coach for female managers. Mariya's professional journey in leadership started over 15 years ago when she decided to pursue a PhD. When Mariya was appointed to her first managerial role as a Head of a Training and Consulting Center while a University lecturer she realized that leadership is a transformation process that cannot happen in a classroom. Mariya has been on a quest to learn authentic leadership transformation tools over the past years. Her mission: to help female managers become confident and fulfilled leaders.
