How to earn the trust of a new software team?

Summary

In this video, Frederick discusses strategies for earning trust in a new team. He outlines two key principles: being dependable (delivering results) and being agreeable (avoiding friction). While these foundational steps help build basic trust, he also emphasizes the importance of authenticity and passion for deeper, more meaningful connections. However, this approach can backfire with team members who are simply there to do their job and avoid disruption. The key takeaway is balancing dependability, agreeableness, and authenticity, understanding that different team dynamics will influence how your efforts are received.

Takeaways

• 😀 Trust in a team is earned by being dependable—producing results and meeting expectations.
• 😀 Being agreeable and avoiding disruption is crucial to not getting in the way of others.
• 😀 Authenticity and transparency are key to fostering deeper trust and connection within a team.
• 😀 People generally trust those who are passionate and genuinely invested in the work.
• 😀 Overachievers may clash with people who are simply doing their job without caring about the outcome.
• 😀 Some people prefer to clock in, collect a paycheck, and avoid additional effort, which can lead to tension.
• 😀 It's important to find a balance between being driven and respecting others' less ambitious approach.
• 😀 Being outspoken and offering new ideas can either strengthen or damage relationships, depending on the team dynamic.
• 😀 Clashing with others can sometimes be unavoidable when you have a different perspective or approach.
• 😀 The most successful method for earning trust combines dependability, agreeability, and authenticity.
• 😀 People often connect more with individuals who show genuine passion, as it creates a sense of shared purpose.

Q & A

What are the two main strategies for earning trust in a team, as discussed in the video?

The two main strategies are: 1) Being dependable by producing results and meeting expectations, and 2) Being agreeable by avoiding conflict and not getting in others' way.

Why does the speaker emphasize dependability in building trust?

Dependability is emphasized because it's essential for proving that you can be trusted to meet expectations, deliver results, and fulfill responsibilities, which lays the foundation for earning trust in any team.

How does being agreeable contribute to earning trust in a team?

Being agreeable means avoiding creating friction and being someone others can easily work with. This helps establish a harmonious environment where people feel comfortable collaborating, fostering trust.

What is the difference between basic trust and deeper trust in a team, according to the speaker?

Basic trust is built by being dependable and agreeable, which works in most situations. However, deeper trust involves authenticity and passion, which can create stronger, more meaningful connections with teammates.

Why does the speaker consider authenticity and passion important in earning trust?

Authenticity and passion are important because they show that you are genuinely engaged in the work and the success of the team. This sincerity can inspire others and lead to stronger, more authentic relationships.

What risk does the speaker highlight when using authenticity to build trust in a team?

The risk is that pushing for deeper engagement and transparency can alienate teammates who are less motivated or simply want to clock in and out without being challenged or involved in deeper collaboration.

How does the speaker suggest balancing authenticity with team dynamics?

The speaker suggests adjusting your approach depending on the team's dynamics. If the team values collaboration and passion, being authentic will build trust. However, if the team is more focused on routine, authenticity may cause friction.

Why does the speaker say that overachievers might clash with others in a team?

Overachievers may clash with others who are less engaged or not interested in going the extra mile, leading to friction. Their desire to push for improvement can disrupt those who prefer a more passive approach to work.

How does the speaker describe the effect of being outspoken on earning trust?

Being outspoken can build trust with those who appreciate transparency and constructive criticism, but it can also create tension with people who are sensitive to feedback or feel uncomfortable with someone challenging their work habits.

What is the overall takeaway regarding trust-building from the speaker's experience?

The overall takeaway is that earning trust involves being dependable and agreeable, which works universally. However, to build deeper, more meaningful trust, authenticity, passion, and transparency are key—though they come with the risk of creating friction in certain team environments.