Your team has lost trust after a failed change initiative. How will you regain their confidence?
Regaining your team's trust post-failure involves owning the outcome and fostering an open environment for feedback. To rebuild that bridge:
- Acknowledge the failure openly, showing accountability and setting the stage for improvement.
- Encourage dialogue about concerns, allowing team members to voice opinions and suggestions.
- Implement small, achievable goals to gain quick wins and rebuild confidence incrementally.
How do you reestablish trust with your team after a misstep? Share your strategies.
Your team has lost trust after a failed change initiative. How will you regain their confidence?
Regaining your team's trust post-failure involves owning the outcome and fostering an open environment for feedback. To rebuild that bridge:
- Acknowledge the failure openly, showing accountability and setting the stage for improvement.
- Encourage dialogue about concerns, allowing team members to voice opinions and suggestions.
- Implement small, achievable goals to gain quick wins and rebuild confidence incrementally.
How do you reestablish trust with your team after a misstep? Share your strategies.
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1. Take ownership of the failure. 2. Communicate openly and transparently. 3. Empower the team with resources and support. 4. Set achievable goals and celebrate small wins. 5. Lead by example and demonstrate a growth mindset.
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Be fully transparent about where things fell apart with the initiative AND ask for feedback. I've seen far too many companies operate from "behind the curtain" and the rest of the team is left feeling lost and confused about what is actually going on...not to mention severely undervalued. En masse, people respond well to communication and feeling trustED before they're trustING. Being included in the conversation about how to better move things forward will help them feel more connected to the project through contribution, thus enhancing their level of trust in its success.
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Transparency and openness are everything. Absolutely acknowledge the failure and share what actions will be taken to remedy future change initiatives. Ask for feedback - why didn't it land, what would help it land better, what other assets/context are needed to help it land. Leave a space open for free comments for people to share other thoughts. If possible, bring the team along for the change. In some cases, especially HR-related and similar, this won't be possible, but if you have something that isn't under HR/legal lock & key, give the team a heads up. Share what they can expect, build confidence by providing context, commit to (and follow through) sharing new information as it's available.
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Si en el proceso previo del cambio o el proyecto fallido, el equipo ha estado suficientemente involucrado e informado y además ha podido participar y se ha tenido en cuenta algunas de sus opiniones difícilmente se vendrán abajo y aprenderán de los errores y fácilmente se repondrán y encontrarán la solución. Si en el equipo hay cultura de permitir el error y animar a seguir intentándolo se encontrarán el camino y las sinergias necesarias. Si es lo contrario, nadie lo intentará.
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Reconhecer o fracasso é o primeiro passo, mas é uma ótima oportunidade de aprendizado ainda mais com uma equipe! Esse é o momento de pensar onde falhamos e o que poderíamos fazer para obtermos sucesso. Nesse processo é importante a reflexão e participação de todo o grupo. Quando a vitória chegar o grupo se sentirá parte dela mais do que nunca.
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