Using follow-up & coaching questions will develop your skills as a manager, and support communication within the organization.
Examining and learning how to develop functional organizational systems that attract trust; peoples ability to work with complexity; teams to function and be productive keeping people engaged and wanting to continue to do great work and stay on that team; plus allowing and placing managers in the position of truly adding value to employees, teams, and the organizations…is what will drive continued success for years to come.
This all comes back to the work. People don’t necessarily have to like each other and they must trust that what the other team members are doing and what the project manager is doing will get done.
Teams are often surprised that the model has a step before ‘Establish Trust’ (Establish-Trust is Step 2). Very often as Team-Leaders and manager, even team members we skip this first step because we just think that everyone knows it already.
Trust happens on purpose within teams…it is not an accidental property. People join organizations wanting to be trusted and trust that the team they are on + the leader they are accountable too is;
Aligned with their skills, values and perceptions.