Many professionals approach navigating conflict in the workplace with fear and loathing. Indeed, in a world where stress has been identified as a major concern for employees, this cannot be a surprise.
People often struggle to trust other people in business, much more so when they are under immense pressure.
People often struggle to trust other people in business, much more so when they are under immense pressure.
High stress levels and hair-trigger tempers (characterized by short fuses and irritability) mean that on a team, there is often limited time and patience to listen to and defend each other’s actions as everyone is striving to get the job done as fast as possible.
Yet, if as a leader you use the right tools and approaches, you can gradually build solid trust on your team.
1
Adopt a growth mindset
Carol Dweck first used the terms fixed mindset and growth mindset (subscription required) in her book Mindset back in 2006. These two contrary attitudes determine people's approaches toward learning and difficulties.
People who have a fixed mindset think their abilities are innate and stable; thus, in argument, such people assume an unchanging and defensive position, based on the fear of failure or judgment. Conversely, people with a growth mindset thrive on challenges and see confrontations as an opportunity to evolve. They believe their intelligence can be developed through appropriate effort, which frees them to persevere even when facing difficulties, to welcome criticism and to be motivated by the success of others.
People who have a fixed mindset think their abilities are innate and stable; thus, in argument, such people assume an unchanging and defensive position, based on the fear of failure or judgment. Conversely, people with a growth mindset thrive on challenges and see confrontations as an opportunity to evolve. They believe their intelligence can be developed through appropriate effort, which frees them to persevere even when facing difficulties, to welcome criticism and to be motivated by the success of others.
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Reflecting on my own journey, I have evolved from a person with a fixed mindset to one with a growth mindset. This came in handy as I pursued my professional career as a psychologist since it probably contributed to me being willing to offer advice that wasn't "by the book."
Seeing colleagues gradually shifting from a fixed mindset to a growth mindset is motivating. It creates an environment of teamwork in which people start helping each other grow, and everyone develops the habit of appreciating the achievements of others. Welcome your team to learn, and let them see the challenges or obstacles in this way.
Seeing colleagues gradually shifting from a fixed mindset to a growth mindset is motivating. It creates an environment of teamwork in which people start helping each other grow, and everyone develops the habit of appreciating the achievements of others. Welcome your team to learn, and let them see the challenges or obstacles in this way.
2
Develop self-accountability
When challenges arise, it's common to see finger-pointing as a defense mechanism. In fact, an article from Harvard Business Review states that humans are naturally wired to blame others when there are problems. However, when you as a leader encourage self-responsibility, this not only enhances the overall team dynamics but also ensures that people accept full responsibility for their own work.
Self-accountability is even more effective as a management strategy in cases of impostor syndrome, a condition characterized by doubt regarding one’s achievements and the fear of being exposed as a phony. This feeling worsens workplace challenges as it inclines the individual toward self-criticism and attempting to conceal their faults instead of correcting them. By creating a culture of self-reflection, you can avoid these tendencies and make team members accept responsibility for their successes, as well as for their mistakes and failures, thus establishing an increased level of trust.
Self-accountability is even more effective as a management strategy in cases of impostor syndrome, a condition characterized by doubt regarding one’s achievements and the fear of being exposed as a phony. This feeling worsens workplace challenges as it inclines the individual toward self-criticism and attempting to conceal their faults instead of correcting them. By creating a culture of self-reflection, you can avoid these tendencies and make team members accept responsibility for their successes, as well as for their mistakes and failures, thus establishing an increased level of trust.
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Review and document your achievements and those of your team; make this a part of your professional habit. This practice has been of great help to me in boosting my self-esteem and raising my confidence to address hard-hitting issues with clients.
Furthermore, do not forget to maintain a positive mindset and keep track of people’s victories, even the small ones. This reinforces others' confidence and solidifies their belief that their success is a result of their skills and abilities.
Furthermore, do not forget to maintain a positive mindset and keep track of people’s victories, even the small ones. This reinforces others' confidence and solidifies their belief that their success is a result of their skills and abilities.
3
Build adaptability
Adaptability is an essential trait for navigating difficult times effectively. Related characteristics like tolerance, sociability, openness, empathy and flexible thinking are invaluable for good team dynamics and help a team build resilience when the weather turns stormy.
Strategies to foster adaptability include engaging in new activities to step out of your comfort zone, meeting new people to gain new ideas and training yourself in positive thinking.
Strategies to foster adaptability include engaging in new activities to step out of your comfort zone, meeting new people to gain new ideas and training yourself in positive thinking.
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As a leader, you can achieve this by limiting negative thoughts, avoiding micromanagement and telling your team how you appreciate their work. Out-of-office team building is a great tool, too.
Tools like these not only improve adaptability but foster trust among team members. Through positive social interactions, people come out of their comfort zones and embrace the culture of mutual acceptance. This will enhance people’s problem-solving skills as team members will trust that their colleagues are capable of handling tasks.
4
Foster open communication
Misunderstandings and information gaps fuel workplace conflicts. A leader's clear, open communication prevents escalation, facilitates early, clearer problem-solving and lays the foundation for strong collaboration toward shared goals. Frequent and honest communication with employees also creates healthy business relationships.
A Harvard Business Review article states that effective management of psychological safety in organizations, which involves open communication, can greatly boost creativity and collaboration. Sharing time and being transparent with one another helps people feel valued and part of a team.
A Harvard Business Review article states that effective management of psychological safety in organizations, which involves open communication, can greatly boost creativity and collaboration. Sharing time and being transparent with one another helps people feel valued and part of a team.
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Be willing to go out of your way to show your team members that you welcome their input. You are on the right page when people can speak their thoughts and opinions openly, which brings new perspectives to the business.
Final Thoughts
To sum it up, the basis of trust begins and ends with you.
A growth mindset, accountability, adaptability and open communication will empower you to build resilience in navigating workplace turmoil, both on an individual level and alongside your team. Following these guidelines will lead to greater trust, which in turn leads to a higher confidence level both within individuals and between team members.
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