Forging Authentic Connections
Building meaningful connections and influencing the actions of your team members, especially when tackling absenteeism and reliability issues, is a nuanced process that requires time, patience, and a strategic approach.
While the journey may be time-consuming, there are concrete steps that must be taken to initiate this transformative process.
First and foremost, showing up for your team is non-negotiable and honestly can’t be stressed enough. Showing up means actively engaging with them by asking pertinent questions and genuinely listening to their responses.
Click below to reveal types of questions you may choose to ask…..
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“Is there anything you need from me today?”
Using the word ‘today’ is letting them know that you are engaged and ready to help. If the request is too big to complete in one day, you can at least begin actioning their request and enhance your communication by giving them an update of your progress and underscores that you not only heard them but care enough to take action to assist.
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“Are there aspects of your work keeping you up at night?”
If a team member lets you know that something is bothering them beyond their hours of work it means their stress levels are likely either high or rising quickly. Extending your assistance at a time when they need it most will build rapport with your team and let them know you are a present and engaged manager.
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“Are you struggling with anything that I can help you with?”
This will allow your team member to request training, your support or perhaps intervention with stakeholders as they may be having trouble meeting certain key objectives. As a manager, building relationships with stakeholders is a primary function of your position and making it easier for your team to meet deadlines will not only reduce stress but will positively impact productivity.
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“I’ve noticed you are quieter than usual, is everything ok?”
Be aware of the generic automatic response of “I’m fine”. Paying attention to tone and body language will be important to see through a veiled response. It will be more authentic if you respond with “Are you really because you seem preoccupied and I’d love to help if I can.” This simple action will go a long way to building trust.
Just remember though, a crucial aspect of these interactions is to avoid making promises that you cannot keep.
Authenticity is key.
If you find yourself struggling with motivating your team or questioning your authenticity as a manager, it's time for introspection.
Ask yourself….
Do you prioritize your team? What tangible actions demonstrate your commitment to supporting them? What specific actions do you take to convey their importance?
Building trust is paramount, and trust is a sentiment that can only be earned through consistent actions, not mere words.
Consider the importance of making your team feel valued. Recognize that becoming a great manager is a continuous journey, and it's okay not to have all the answers.
In this course, practical insights and actionable strategies will guide you on your journey toward becoming an effective and authentic manager.
Do you have stories to share? Use the comment box below to start the conversation.
“Team. Coming together is a beginning. Keeping together is progress. Working together is success. ”
