Veja como você pode promover confiança e relacionamentos fortes com seus funcionários como gerente de saúde.

Active listening requires de-centering from one’s fixed position to be fully present with another. It helps people feel more understood and strengthens work relationships as it signals a willingness to sit with the other’s perspective and empathy for their situation instead of singular focus on oneself. Ask open-ended questions to show that you are interested in the conversation and the employee. Examples of open-ended questions you may use when active listening include: •Can you tell me a bit more about that? •What did you think about that? What do you think is the best path moving forward? •How do you think you could have responded differently? It signals genuine interest – making the other person feel valued and fosters trust.

The greatest strength lies in understanding your team— their challenges, goals, and personal aspirations. One-on-one interactions are powerful, fostering trust and alignment. It's crucial to be supportive and present as a leader; sporadic leadership isn't appealing. Engage at 100% and go full throttle!

If you’d like your organization to succeed, you must foster mutual trust between all team members. But this is easier said than done. Only 1 out of 5 HR and engagement leaders believe their employees deeply trust company leaders, and 50 percent of employees said they don’t think HR is trustworthy Trust is essential for in-person teams and remote workers. Without it, any employee is likely to be less motivated and productive 1) Listen more than you speak 2) Solicit and act on feedback 3) Show appreciation every day 4) Empower your team by trusting them first 5) Encourage coaching 6) Practice consistency 7) Focus on nonverbal communication and soft skills 8) Create an inclusive culture 9) Be honest and transparent

It’s not just about hearing what they say, but truly understanding their perspective and concerns. As a manager, demonstrating genuine empathy and respect during these interactions can go a long way in fostering a culture of trust and openness within the team. This approach not only strengthens the bond between managers and employees but also enhances overall collaboration and morale, ultimately benefiting patient care outcomes.

Be authentic and use your emotional radar. You cannot reasonably always share everything with your team in real time, for example, if somethings are still being worked through in the background. Also some decisions and outcomes with a HR or people focus need to be confidential. So yes to transparency of purpose and direction. Yes to clarity around responsibility and contribution. Yes to sharing as much as is possible and keeping debates open around rationals. With all of these things emotional intelligence will play a big part, in landing information in a timely manner and in including and involving healthcare teams at all the key moments.

As a healthcare manager, I recognize the crucial role transparency plays in building trust within my team. By openly sharing decisions, changes, and the reasons , I ensure that my team is well-informed, which helps in mitigating rumors and misunderstandings. Transparency goes beyond just sharing successes; it’s also equally being open about our failures. This fosters a culture of learning and accountability, boosting morale and empowering my team members by making them feel respected and valued. I also encourage transparency at all levels, inviting team members to share their honest feedback. This two-way transparency strengthens our relationships, as everyone feels their voice is heard and their contributions matter.

Decision making in healthcare is complex and often involves many stakeholders. As a result, an attempt to be transparent about decision making sometimes may lead to a convoluted, lengthy explanation that creates more confusion than clarity. Theodore, transparency is beneficial when a leader understands his/her target audience, so that the information shared with the employees is relevant and informative. This does not imply that a leader should withhold important information, but avoid sharing extraneous details that do not facilitate productive decision making. A leader should also be willing to recognize his/her own mistakes and the lessons learned from them, as this demonstrates humility and earns the respect of the employees.

Building trust as a healthcare manager requires transparency. Regularly share information and offer honest feedback. When mistakes happen, own them and use them as learning moments. Foster a supportive environment by jumping in to help and advocating for your team. By being present, visible, and willing to share the workload, you'll show your team you value them and their well-being, leading to stronger relationships and a more positive workplace.

It is critical you establish trust. This can be done by an informal or formal contract between you, it could be in the form of a team charter for example. You must meet you team member at the level of confidentiality they are on and that the situation permits. We know now that the order of how decision-making (and other governance issues) interactions is conducted has a profound effect on the relationships and communication within a team and organisation. Having your team involved, informed, and consulted on decisions that affect them is crucial for teams. Given Tuckman's stages, our goal is to have teams as close or in the "performing" stage as often and for as long as possible. As managers or consultants, we want to be with them.

It's so important to listen more than we talk. Our teams have a lot of experience and insights that may go underappreciated. They, like all of us, just want to be heard and validated. Being authentic and curious during our daily interactions will go a long way towards building trust. Also, remember that the behavior we display is a much more powerful indicator of our values than anything we might say or put on a poster.

I think that is really important if you are working in health sector like health worker or manager or economist or lawyer. You have to understand all context of illness and you, like manager have to do everything by yourself to help your team and people who you work with

Empathy allows us better understand the employee’s situation and help them cope with problems that seem to be beyond their control. It covers eliminating selfishness and embracing selflessness. It means stepping in someone else’s shoes and seeing the world from their perspective. Empathy is also about showing genuine interest in the needs of employees. Empathy can help Manager form an agreement and make decisions based on care, understanding, compassion, and goodwill.

Do as I say and as I do! Be the change you want to see in your team members. Model the self-care principles you preach to your teams and lead by example. Take time to recharge and regenerate. Make space to talk about the steps you take to keep your tank full. Log off on your time off and prioritize family, it begins with you!

Consistency: Be consistent in your actions and decisions. This creates a predictable and secure environment, where employees know what to expect and feel treated fairly.

Na nossa jornada na área da saúde, descobri que liderar pelo exemplo é essencial para construir uma equipe coesa e eficaz. Quando os líderes demonstram os comportamentos que desejam ver em suas equipes, como honestidade, integridade e respeito, isso cria uma cultura de confiança e colaboração. Acredito firmemente que nosso exemplo não só influencia a atmosfera de trabalho, mas também inspira nossos colegas a alcançarem seu potencial máximo. Juntos, podemos criar um ambiente onde o bem-estar de todos é valorizado e priorizado, contribuindo para uma prestação de cuidados de saúde de alta qualidade e um ambiente de trabalho gratificante para todos.

Modeling the behavior you expect from your team is paramount in healthcare management. As leaders, we set the tone for workplace culture through our actions. By embodying honesty, integrity, and respect in all aspects of our work, we create a standard for behavior that inspires trust and professionalism among our team members. For instance, if we prioritize patient-centered care and ethical decision-making in our daily practices, it sets a powerful example for our staff to follow.

Los actos reemplazan a las palabras. Te das cuenta que lo estas haciendo bien cuando el personal hace cosas que nunca pediste.

Investing in employees’ professional growth is not only a gesture of appreciation but also a strategic investment in the success of the healthcare organization. For instance, offering tuition reimbursement programs for nurses to pursue advanced degrees not only enhances their clinical knowledge but also strengthens the talent pool within the hospital.

Entender que el personal es parte del capital. Crecen los edificios, también crecen las personas. El resumen se encuentra embebido en la palabra invertir.

Acknowledgment and Appreciation: Recognize and appreciate the efforts and achievements of your team, both publicly and privately. Showing appreciation for hard work and accomplishments can strengthen relationships and boost morale. Empathy and Support: Demonstrate empathy towards your employees. Understand the challenges they face in their work and personal lives, offering support wherever possible. Showing that you care about their well-being fosters stronger, more personal connections.

La resolución de conflictos es primordial para mantener un buen ambientes laboral...........................................

Resolver los inevitables conflictos en una institución no pasa por buscar culpables sino soluciones. La manera de disminuir conflictos es establecer responsables antes de que los conflictos ocurran y no culpables luego de que aparecieron.

Open Communication:Maintain an open-door policy that encourages employees to share their thoughts, concerns, and suggestions without fear of retaliation. Regularly scheduled meetings, both one-on-one and team-based, can foster a culture of open communication. Transparency:Be as transparent as possible with your team about changes and decisions that affect them and the workplace. This includes sharing the "why" behind decisions to help employees understand the context and rationale.

I prioritize building trust and strong relationships with my employees as a healthcare manager. This includes open communication, active listening, recognition, professional development, respect, empowerment, and team building. By fostering a supportive work environment, I ensure my team feels valued and motivated to excel.

We must prioritise trust and openness as a foundational element in functioning relationships. To do this we must establish them early on by remaining in contact at an appropriate frequency, actively listening, effectively empathising, tailoring recognition and incentives, and empowering all stakeholders. This is not an exhaustive list, the situation is fluid and dynamic, we must change with the demands of each situation and environment. Even on our own tough days. A point I have found to be important and less frequently mention is to be yourself, be friendly, and personable. Let your employees see and know your character and professionalism. It's humble and admirable to show your human side.