Today’s guest blog post is the fifth in a six-part series by Rachel Hands, Senior Manager, Client Administration, Patron Technology. Click here to start at part one.
In this series, we’ve been looking at ways to cultivate strong managerial relationships with individuals; for the last two posts in the series, we’ll be looking at ways to establish a positive and productive team culture.
Don’t worry, I won’t make you do any trust falls with your staff. There’s a reason those are the most cliché of team-building activities, though: teams are made up of relationships, and relationships are built on trust. As a manager, you can help build trust among your team members by setting clear expectations regarding how they work together and interact. I recommend incorporating these expectations into your organization’s (or department’s) core values.
The kind of core values I’m talking about are different from your organization’s mission statement, which you probably have down cold, in multiple formats. It’s your raison d’être, and although you might have a few different ways to articulate it, it’s probably not changing (much) over time. Read the Article