How do you build trust so your team isn’t afraid of failure?

A ball of yarn.

How do you build? That's a good one.How do you build trust so that the team isn't afraid to fail?

This starts from the beginning.From the moment you join a team,the way you address them, the way you ask them for things and you react when things don't go as you expect and when you already you have a larger team.

The first message when they join the team is also super important. The fact that the person ultimately responsible for that team I dedicate time to you, it makes you feel valued from the start.

The thing is, you can do this when your computer is of a reasonable size.

And I did these one-to-ones at the beginning until I had a team of 120 people.

From then on, onboarding new employees takes up so many hours.

It's practically impossible to do a one-on-one, and then you have it.to do more as a group, which is what I do now.

But it is important that you convey the message.There is nothing more impressive than the CEO, VP, or CEO of a company.

Come on, sit down with them for 30, 15, or 40 minutes, however long it takes.and explains a little bit about where things are headed, why, and what the the part you will play in a team and tell me why.

That equipment is important.That level of motivation is very difficult to get from anything else.

It was important for me to understand who they are,why they come to work with us, what they expect, what the what they want to achieve.

Tell them why their team is important to me and to the company.and give them that boost of motivation, right?

That is the starting point, and in that message it is extremely important to convey to them that Making mistakes is natural.

If you want people to be able to work, you have to give people the ability to make decisions.

Making decisions involves taking risks, and taking risks means that sometimes you will make mistakes.

And when you make a mistake, it's okay.But the important thing is to realize that you've made a mistake.

When you realize you've made a mistake, it's important to communicate it.because you don't want someone else to make the same mistake.

Once you have communicated the mistake, the next thing to do is to take another decision on how to correct it.

And conveying that, which is something I always tell them,You all have your piece of the puzzle, and I hope you treat it as if it were It's your own business, and I hope you make decisions accordingly.and that you take them yourselves, or at least bring them back.your managers the options if you don't know which one is best, and if you make a decision and get it wrong,Raise your hand so we can come and help you, because we are a team,of hundreds of people.

Someone will be able to help you out.This message is extremely important to me, and I am starting from day one.

And then what you have to do is stick to it, because it's not enough just to tell them, look, it'll be great, it'll be really cool.

You can do this, and we won't blame you.And then if it happens, crush them. That doesn't make any sense.

You have to stick to it and be tolerant because people will make mistakes.

But my experience is that people make far fewer mistakes.than they themselves think.

People are much more accurate than they think they are.and no one better than the person who is dealing with a specific issue to take a specific decision on that issue.

The other part is understanding people or getting to know people from a motivational point of view, which is what motivates the person.

But for me, it's important to understand what work-life balance means. Where each person stands in terms of achieving that balance,That balance between work and life is different.

It's different because there are people who value their free time, there are people who values their weekends.

Some people value being able to arrive later.But then they say, "Look, I'm coming in later because I want to take I'll take the kids to school, but then in the afternoon I'll stay for a while.

More because I'm more productive there.There are people who, on the other hand, just want to be able to work remotely for two weeks because they live elsewhere or have relatives in another country and then they want to go there.

There are people who say no, and for me what is sacred are on weekends, during the week you can tell me whatever you want, but on weekends I won't be as available.

I'll just do one check or none at all.And understanding that, what it means to know everyone,At least always to your direct reports, if possible.

Your limits too, because it's important to not only understand the people who work directly with you, but also everyone else on the team.

For me, that's really important, creating a really positive environment if you're able to do it well, as I say, very complicated,especially in times like these, when schedules are so hectic and everyone is rushing around.

But I think you need to have quality time and I would recommend everyone to make an effort because it makes us better people and have better teams.