If you want to build trust with your team, act with curiosity

As a new manager, you’re eager to lead your team to success. You have changes to implement, results to produce, and a vision to fulfil. But there’s one crucial element standing between you and your goals: trust. Without it, even the most brilliant strategies can fall flat.

Many new leaders find themselves in this challenging position. Whether you’ve been promoted from within or inherited a team with established ways of working, the transition can be daunting. 

You might be thinking, “My previous team trusted me!” or “I was confident before, but now I doubt myself.” Perhaps you’re feeling the pressure as you step up from manager to leader, sensing a loss of control.

So, how do you build trust when you’re the new face in the room?

The natural hesitation towards new leaders

You’ve probably been in their shoes before, and have been suspicious of a new manager. It’s natural. 

So think about it from your team’s perspective. They don’t know your agenda. Are there going to be changes to the team structure? Redundancies? Role shifts? It’s no wonder they’re cautious.

Remember those fairy tales that taught us not to trust strangers? They had a point. We don’t blindly follow every new person we meet. We need to believe that no harm will come to us, that we’ll be safe.

As one leader I coach put it, “Trust is a feeling that I can rely on that person; that they will have my back.” Another described it as a connection with “people that I click with, who have empathy, honesty, and mutual respect.”

Your team needs to see that you’re consistent, that you follow through on your promises, that you won’t let them down. All of this takes time, but there’s one powerful tool you can start using right now: curiosity.

The power of curiosity

Getting curious builds relationships, and relationships build trust. To become a trusted leader, you need to cultivate healthy relationships with your team members. Here’s how to start:

1. Show genuine interest in your team as individuals. Be curious about their jobs, their challenges, and their ideas. Ask about their backstories, their families, their hometowns, their passions and hobbies. Find out what makes them tick.
2. Look for common ground. What do you share with each team member? These connections, however small, can be the foundation of stronger relationships.
3. Be open yourself. Trust is a two-way street. While it might not be appropriate for your team to show the same level of curiosity about you (you’re their leader, not their friend), you can help by being open. Show a bit of vulnerability. Let them see that you’re human – imperfect, just like everyone else.
4. Communicate transparently. What can you share, either in words or actions, that will help them trust you? Be clear about your intentions and goals for the team.
5. Emphasise your common goals. You might be their boss, but you’re all in this together. Neither party succeeds without the trust of the other.

The benefits of a curious approach

By acting with curiosity, you’ll see improvements in communication, collaboration, and acceptance from your team. You’ll create an environment of trust that empowers your team to contribute, grow, and feel supported.

Curiosity leads to:

• Better understanding of your team’s strengths and weaknesses
• Improved problem-solving as you tap into diverse perspectives
• Increased employee engagement and job satisfaction
• A culture of open communication and continuous learning
• Stronger team cohesion and loyalty

Patience is key

Remember, if this is your first time managing, you’re becoming a different person, leaving your old role behind. This is no small thing, and it takes time. There’s a lot to learn, but if you focus on curiosity first, you’ll make significant headway in building trustful relationships with your team.

The ripple effect of curiosity

As you embrace curiosity, you’ll notice a transformation. Your team will begin to flourish. They’ll become more supportive of each other and of you. Communication will open up, and growth – both personal and professional – will accelerate.

This shift doesn’t happen overnight. Trust takes time to build, but curiosity is the catalyst that speeds up the process. Each curious question, each genuine interaction, is a building block in the foundation of trust.

Act with curiosity, starting today

Here’s your challenge: Make it your mission to learn something new about each team member every week. Approach problems with questions instead of assumptions. Show genuine interest in the ideas and concerns of your team.

As you do this, you’ll find that trust grows naturally. Your team will see you as a leader who values their input, understands their challenges, and has their best interests at heart. They’ll be more likely to follow your lead, embrace change, and work towards shared goals.

Remember, leadership isn’t about having all the answers. It’s about asking the right questions and creating an environment where everyone feels valued and heard. By leading with curiosity, you’re not just building trust – you’re laying the groundwork for a high-performing, engaged, and loyal team.