Happy to Hybrid? Re-Entry Anxiety & How to Trust
As we transition to hybrid or in-person work, we’re supposed to feel good… right? Anyone who’s received an invitation to a supposedly “fun” party with ambiguous dread understands the complexity of social anxiety.
After 2 years of isolation, many of us are returning to group dynamics with a new level of awareness-and anxiety. If this is you, name this growth. We’re aware of what we’re ready to address. Like an emotional decluttering process- emptying the “junk drawer” of long unconscious interpersonal dynamics- it’s gotta get messy before it gets “Marie Kondo.”
Much of team dynamics can be traced back to early days in school. Did you… buddy up to the cool girl to ensure your spot? Stick to yourself to avoid rejection? Roam cluelessly? Take EVERY dare to garner attention until the one day they dared you to eat a worm? (Fine, yes, me).
If you find yourself having a seemingly outsized emotion to a team dynamic- take a moment to reflect. What’s this feeling? How long has it been present? Can I identify an early experience of this? If so, what would I say to that young version of myself? (You don’t have to eat the worm to make people like you.)
According to Google’s team study, the #1 determinant of team success is “psychological safety”- the feeling that if I share myself, I won’t be “kicked out” of the proverbial tree-house. When it comes to healthy teams, trust is the magic password. While it may seem elusive, trust can be created intentionally.
Simple, not easy. As lead trainer of the Success Circle peer mentoring program I’ve studied hundreds of impossibly robust teams. Circle after circle, members tell me I don’t understand. “Our group is special,” “We trust each other implicitly,” “We REALLY like each other,” “We’re a perfect match.” I give them a moment before unpacking the magic. Here are my key takeaways to create a sense of trust for yourself and your team- and ease re-teaming anxiety.
The How of Trust to Ease Re-Teaming Anxiety
Structure: Google’s researchers name “strict conversational turn taking” as a key strategy for psychological safety. This and other structural elements provide a sense of certainty and fairness that eases group anxiety.
Investment: Trust is built through consistent “showing up”. Commit to a process of ongoing, regular connection points and rock-solid follow through.
Disclosure: Sharing overtime broadens and builds a group's ability to trust. While a risk to be taken for intimacy to be created, disclosure requires discernment. Oversharing, or sharing too much too soon, can be a violation of other’s boundaries. Be present to the current level of trust in a group and pace rather than push.
A tool we love: David Rocks’ SCARF model. Exceptionally helpful in identifying “triggers.” When one or more of these is off, team members go into protective mode- pulling away and eroding trust. They are: Status, Certainty, Autonomy, Relatedness, & Fairness. Which element can your team use more of? What action can you take to create it? To dive deeper, take the SCARF assessment here.
Our Best in Class Trust Builder: Success Circles Peer Mentoring. Our time-tested, results backed, patented peer coaching methodology has helped hundreds across the Fortune 100 & academia develop key leadership skills while exceeding professional and personal goals. Learn more.
Ready to explore bringing Success Circles to your team? Book a consultation.