Your team member questions your leadership decisions. How can you rebuild trust with them?

Schedule weekly one-on-ones with them to go over what decisions were made and the rationale behind them. Show them where your leadership decisions are headed. Your team needs to know the vision if you want them to trust your current leadership decisions. They have to buy-in to the mission or they will never be on board with the calls you make.

Another step might be to reflect on feedback and, if applicable, admit to and learn from any missteps. This not only humanizes leadership but also demonstrates a commitment to continual improvement, which can resonate deeply with team members.

When a team member questions your leadership decisions, think of it as a chance to turn a skeptic into a supporter. Start by acknowledging their concerns—everyone loves feeling heard. For example, if a team member is puzzled about a project change, invite them for a one-on-one chat to explain the “why” behind your decision. Share your thought process and be open to their feedback. Show that you value their perspective by incorporating their suggestions where feasible. Rebuilding trust is like baking a cake: it takes patience, openness, and a pinch of empathy to create something everyone can enjoy.

Para reconstruir a confiança com um membro da equipe que questiona suas decisões, comece por ouvir suas preocupações de forma aberta e sincera. Explique o raciocínio por trás das decisões e mostre como elas se alinham com os objetivos da equipe. Seja transparente e esteja disposto a ajustar suas abordagens, se necessário. Demonstrar respeito pelas opiniões deles e envolver a pessoa em futuras decisões pode fortalecer a relação e reconquistar a confiança

To rebuild trust after a team member questions your decisions, start by acknowledging their concerns—no one likes a leader who’s a "know-it-all" or "always-right." Arrange a one-on-one chat to discuss their perspective openly. For example, if they question a strategic change, explain the reasoning behind it and how it aligns with team goals. Show willingness to adapt if valid points are raised. Like a good leader in a buddy cop movie, be approachable, listen, and work together to solve the “case” at hand. Reinforce that while you steer the ship, their input is invaluable for navigating the waters ahead.