Initiative

Teams (e.g., board of directors, management, executive board, divisions, departments, projects, etc.) are especially successful when team members can trust each other.

So trust must be created!

Who should start? Management! Whoever has the implementation is also obliged to work for the quick implementation of that implementation. This is already the first confidence-building measure. Why? Because by demanding trust, you have already revealed information about yourself.

Creating trust therefore means giving up information about yourself and listening to the other person. If this is done mutually within the team, without it being used for power games, then the necessary trusting cooperation is guaranteed, which brings particularly good results.

If team members get to know each other well, potential animosity will be reduced.